Workforce Planning in Care


Feb-March landing page imageOur focus this February and March is on workforce planning. We want to talk about what workforce planning actually is, why it is so important to do and give you lots of ideas and practical resources to help you undertake the process effectively in your organisation. 

Stay up-to-date with the campaign

Keep an eye on this page, as we’ll be adding more information and links to useful resources, articles and blogs over the coming weeks.

 You can:

  • follow the campaign on social media #CareWorkforcePlanning
  • sign up to our popular fortnightly enews here. That way you can keep up-to-date with the latest developments, resources and information for your role and your service.

ARTICLEWhat is workforce planning and why is it important?

Workforce planning helps you find and keep enough staff who have the right values, skills and experience to provide high-quality, person-centred care now, and in the future. This article gives employers some ideas as to how to start the workforce planning process and some tools that can help.

Read the article here

 

VIDEO: Manor Community care home

Take a look at this short video from Manor Community care home, an Accolades 2019 and 2020 winner, who are talking about how they use ASC-WDS to help with their workforce planning.

View the video here

 

BLOG: How does the Adult Social Care Workforce Data Set (ASC-WDS) help with workforce planning?

In this blog, Dave Griffiths, Skills for Care Programme Head talks about the ASC-WDS service and how it helps our sector with workforce planning.

Read the blog here


ARTICLE: The benefits of workforce planning in social care

With a growing demand for adult social care services, it’s more important than ever for employers to understand who makes up their workforce and what it needs to do to support future business plans.

Read the full article on The Guardian here

ARTICLE: Tips to help you to decide safe staffing levels for your service

Safe staffing levels ensure that your service has enough staff, who have the right values and skills, to deliver high-quality care and support.

There’s no one solution to deciding safe staffing levels – it depends on your service and the people that you support – and it might change over time. As a registered manager, it’s your responsibility to identify how many staff your service needs and ensure that you plan your staffing to maintain this.

This article shares advice and recommendations from our ‘Guide to safe staffing’ and includes best practice examples from services rated ‘good’ and ‘outstanding’ by the Care Quality Commission (CQC).

Read the article here

 

ARTICLE: Planning to recruit for values

To attract people with the right values and behaviours to your organisation you need to plan your recruitment. Values-based recruitment helps employers take on the right people, who know what it means to provide high-quality care and support who are more likely to stay.

To get started, read the article here

Throughout the week we will be following the story of Rachel the registered manager to find out how she effectivly develops her workforce using the framework of Analyse, Plan, Do, Review. We  will provide you with helpful tips and resources along the way to assist you to do the same...

Day one: ANALYSE 

Registered Manager Rachel is preparing for her meeting with her regional manager to discuss training budgets. She knows there are free SOAR  and skills gap analysis templates on the Skills for Care website that are a great place to start to identify where the training is needed and how it will contribute towards the organisation’s strategic goals. She also consults the core and mandatory training guide to map when her current staff base are due refresher training in accordance with industry guidelines. All this information will be key in helping her plan her budget going forward and will help to inform a robust learning plan.

Day two: PLAN

 After meeting with her regional manager to approve a trainingbudget, Rachel has a clear idea of what she has to spendon learning and development. She wants to make sure anytraining she commissions externally is good quality, so shelooks at endorsed learning providers who are operating inher region. Rachel can’t afford for all her staff to be out of theworkplace on face to face training regularly, so considers thefree resources she can access. She checks Skills for Care’s Guide to Developing your Staff to consider different waysstaff can access learning that will really make a difference, cause minimum disruption and work within her budget.

Day three: DO 

The training for Rachel’s staff is under way having agreedthe budget and planned around it. Rachel had noticed thatthere are some resources on the Skills for Care websiteshe can use to develop her staff in-house. An example ofthis is Confident with Difference which are short videos and conversation starters that she can use with staff duringteam meetings. This is timely for her service as they’vebeen thinking about how they can improve their diversityand inclusion after the question arose on her CQC ProviderInformation Return.

Day four: REVIEW

Rachel wants to be able to monitor the effectiveness and impact of all the learning and development she’s arranging. She discovers the evaluation template on the Skills for Care website to help her do this. Rachel fully intends for this process to become an ongoing cycle to build on and improve year after year.

Day five: PLANNING FOR THE FUTURE

All of this makes Rachel think about her own CPD and she looks at the new digital modules aimed at leaders & managers. These are perfect because they are bitesized,and she can work through them flexibly. As she is up to date with her ASC-WDS requirements she’s delighted when she realises that she can also claim back workforce development funding for these modules too.She particularly likes the look of the module called ‘Manage Self’, she hopes to get some tips on reducing her stress.

BLOG: Using succession planning to promote careeers in social care

In this blog, we hear from Registered Manager Member of Skills for Care, Dani Noquet, who tells us how Reach Learning Disability Care CIC’s recent focus on succession planning is creating a greater awareness of career progression within their organisation. 

Read the blog here 

More information coming soon..