Posted: 19 July 2017
As our sector faces the challenges of a growing demand for services and an ageing workforce, we need to do more to inspire young people into social care. In the lead up to GCSE and A-level results day we’ll have lots of tips and advice to help social care employers attract and recruit more young people.
This week, Lee Stribling, Project Manager on our National Minimum Data Set for Social Care (NMDS-SC) team, talks about how you can use your account to better plan your workforce and meet future demand.
- How many of your staff are likely to retire in the next three years?
- How many of those are care workers, senior carers or managers?
- What strategy do you have in place to address the gaps?
If you have a large proportion of staff aged 50 plus, it’s likely some of them will be thinking about reducing their hours or retiring, particularly if they have family or caring responsibilities. If these staff are in care facing roles this could impact on your service delivery if you don’t plan ahead.
And what about the other side of age? How many under 25s do you employ, and are you equipping them with the skills they need to grow within your organisation and become the managers of the future?
It’s vital that you understand who makes up your workforce, and what you can do to plan for the future. Your NMDS-SC account can help you make informed decisions about your workforce and provide the tools you need to ensure you’ve the right staff with the right skills to grow your business.
If you have a NMDS-SC account there’s a quick way to look at your workforce data.
When you login to your account and click on ‘My NMDS-SC Dashboards’, you’ll see your workforce demographics; one of which shows the age profile of your workforce.
From here you can look at specific ‘staff groups’ such as care workers and we’ll help you explain your data on the right hand of the side: ‘What is this telling me?’ interprets the data, and ‘What resources can help me?’ links to useful information and resources.
You can use this data to inform your recruitment and retention in lots of different ways. For example, if you’ve got a significant number of staff aged over 55, you’re likely to lose some of them in the next few years. To meet this challenge, you need to employ more young staff who you can train and up skill to ‘future proof’ your organisation; some of those young workers may become your managers and senior carers.
And what about the gender profile of your workforce? We know there are more women than men working in social care, but plenty of men are needing care and many prefer a male care worker. Being able to provide this could be a good ‘selling’ point for your business.
The information from your NMDS-SC account can become part of your recruitment strategy, and can help you to target the groups of people you need in your organisation to reflect the local demography and the people who use your services.
There are other dashboards to help you with workforce planning, for example vacancy and turnover, pay rates and the ethnicity profile of your workforce as well as qualifications and training where you can benchmark how you compare with the rest of the sector.
If you set up an apprenticeship programme or want to train young workers, having an up to date NMDS-SC account means you could be eligible to apply for funding.
Follow the campaign and get lots of tips and advice to help you attract and recruit more young people this GCSE and A-level results day.