Courtlands Care Home

Angie-Roskilly-Nov-2017-(b&W) Angie Roskilly, Registered Manager, Courtlands Care Home

Courtlands Care Home is a residential care home in Cornwall. They opened an NMDS-SC account 10 years ago and are one of the early adopters of NMDS-SC.

Angie Roskilly and Angie Spiers tell us about their account and how they use it today.

A Registered Manager's view

Angie is a Registered Nurse with over 40 years of experience in a variety of clinical settings and in education. She started training as a Registered Nurse at Frenchay Hospital, Bristol in 1972.  Angie has held many senior positions such as Executive Nurse / Board Member for a Primary Care Trust (PCT) in Bristol/South Gloucestershire. Angie tells us about her experiences with NMDS-SC and data:

I’m the Registered Manager for the home and I request data from Angie Spiers who inputs all the data. I have an NHS background so I’m used to having good workforce data to me to help make decisions

  • I use the NMDS-SC to help monitor our performance.
  • I also use it as a decision making tool.

What I want from it is that I want to see how we’re doing as an organisation. So I want to see that we’re meeting our statutory requirements with regard to training.

Advice for a “data shy” Registered Manager

The majority of my career has been spent in the NHS and I’m quite a “newby” in social care and I’m used to having data in my fingertips.  I find it hard that I don’t have as much data as I would have had in the past.  I manage using my gut instinct first but then I want the figures to back up that decision.  My advice for other Registered Managers who aren’t using data - “Any information is better than no information - start off with something simple and dip your toe in the water”

It can answer questions for you – for example if you are losing staff and you don’t know why – some investigation and data can give you valuable insight.

Top 3 tips for employers thinking about opening an account

  1. Think about what it can do for you before you set it up
  2. See it in action first and familiarise yourself with it
  3. Embed current workforce data collection systems into NMDS-SC – ie don’t duplicate effort or record keeping – just keep it all in one place.

A real turnover issue

When I first came into the organisation we had a very high turnover of staff.  So immediately I could see I needed to do something about staff turnover – so I did.   With the help of NMDS-SC, we looked at our recruitment strategy, our retention figures and some of the reasons why maybe staff were leaving.  Prior to me joining the organisation, the previous manager and management team had set up an internal shift rotation – so staff were being asked to work both days and nights – which was very unpopular.  Staff left in their droves.

I conducted exit interviews to find out why and used the data we’d entered into the NMDS-SC to support me in making new decisions – it gave me the evidence to back up the changes I needed to make.  I managed to achieve a 40% drop in turnover due to those changes.

Management reporting

Now we have a monthly management business meeting and we look at the different reports – staff profile, turnover, starters and leavers together as a team.  Angie Spiers exports the data that she needs about the business and then does graphs etc and shares the data with us.

If we didn’t have NMDS-SC…

The information would be held within a paper based system which can be time consuming when preparing reports, or someone would have to sit and design something to hold this information like a spreadsheet or something. Otherwise – it’s just finger in the air!

The things we dislike the most about NMDS-SC

Is the time it takes to enter all the information – lucky for us we have a dedicated person within our organisation - Angie – who inputs all the information.  We need someone to pull it all together

Comparing ourselves

We haven’t yet had an opportunity to fully explore the benchmarking opportunities that exist within the system and we’d like someone to show us really what this can do and how to use this.   

This probably needs to be led by a manager who understands what benchmarking can do for you.   I think I’d rather compare myself locally first before we start looking more nationally.  My priority is to focus on what’s happening within my organisation at the moment, so I’ve not fully accessed the national, local or regional information.

What challenges do you face now in your organisation?

Recruitment is always an issue – finding individuals who share the same values as we do. Having the right staff in the right place at the right time.   People who will stay with us.

Our other main concern is that we’re a residential care home but we function not far off nursing care – so we have to have the right numbers of staff with the right level of skill, who are trained properly.

CQC Inspections

NMDS-SC helps us with our CQC inspections – it really does help us collect and collate the information for our PIR.  I print selections of the reports in a folder ready for the inspector and he can see it when they come in.

Angie has been able to produce some really useful reports.  I think now we’re REALLY getting what we want from it and we can discuss it at our management meetings.  


Angie Spiers is the Administrator at Courtlands and is responsible for entering all the worker information into NMDS-SC. 

“I input all the data into the NMDS-SC – new starters, any changes in role or hours or any training information".

Keeping the staff and establishment data up-to-date is paramount and the benefits for us is being able to produce useful reports on demand to make our business more effective. I use our account for the following tasks: 

  • Looking for trends for recruitment/staff turnover
  • Record training achieved by individual staff
  • Flag up when training is due for renewal
  • Record qualifications achieved by individual staff
  • Reports with a breakdown of numbers of staff, their hours, salary, job roles.

“A well-qualified, happy and long-standing team equals a better experience for staff and our residents”. 

 

 

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