Developing new managers and deputies

With 10,000 registered managers due to retire in the next 15 years, succession planning is key to ensuring that your service continues to provide well-led, consistent quality care, both today and in the future. 

New guide: ‘Developing new managers and deputies’

Our new guide supports you with your succession planning through the development of your new managers and deputies. We help you to identify talent and understand what learning and development opportunities are available for your aspiring managers and deputies, including formal programmes and qualifications. It offers practical examples and checklists for you to use.

Go to ‘Developing new managers and deputies’ guide

Recommended development route for managers

Leaders and managers join the sector at different times, bringing with them a range of skills and experiences. Whatever level they join, key building blocks are needed to support their early and ongoing development. They can be used as standalone elements for development or employers can choose to use these blocks as a series of steps to move someone towards a leadership role.

We recommend that leaders and managers are given the support, opportunities and time to complete a learning and development pathway. Our recommended route includes suggested timeframes and associated Workforce Development Fund (WDF) funding that’s available through Skills for Care.

Download the Developing and supporting managers and deputies infographic

 

  • 10,000 registered managers are due to retire in the next 15 years. The sector and employers must therefore remain committed to investing in accredited learning and Continuing Professional Development (CPD) for managers as an important step in ensuring the sector has the workforce it needs. 
  • An effective deputy provides crucial support to their manager. A well supported registered manager is able to delegate to staff, take opportunities to prioritise their own development and share responsibilities with others.
  • As the membership organisation for registered managers in England we believe that managers need and deserve the same opportunities for development and CPD that other professionals in the sector receive.

Investing in aspiring and existing managers represents an investment in their development, our sector’s services and the quality of the care delivered.

In 2019-20 we're planning to distribute £3 million from the Workforce Development Fund (WDF) to to support our sector’s influential and key professionals. Funding will cover some learning qualifications and development programmes. The WDF is pending final approval from the Department for Health and Social Care and expected to launch in the coming weeks.

The introduction of funding for the Well-led and new CPD programmes for managers, from autumn 2019, ensures that every manager has the opportunity to maintain their professional development.

Check what funding is available for managers and deputies on our infographic here.

Find out how to access funding here.

In addition to accredited learning and CPD it’s important that every manager and leader has access to peer support, professional and personal development and the time and opportunity for reflection.

Peer support

Managers, deputies and aspiring managers benefit from opportunities to meet with and learn from peers. Networks, buddying or shadowing are important sources of support and new ideas.

Aspiring managers and leaders

Our forthcoming  ‘Developing new managers and deputies’ resource sets out how employers can provide opportunities for aspiring managers and deputies to engage with peers.

Registered managers

Confidence, reassurance and having someone to turn to are crucial. Local networks for registered managers provide important opportunities for development and support.

 

Professional and personal development

Good professional and personal development opportunities can support managers’ confidence, skills and improve communication, so they’re better prepared to lead staff and services.

Aspiring managers and leaders

Our forthcoming ‘Developing new managers and deputies’  resource sets out how employers can provide opportunities for aspiring managers and deputies to develop professionally and personally.

Registered managers

 

Membership of Skills for Care supports professional identity, provides opportunities to hear from other managers and regular, practical and relevant information through resources, newsletters and other activities.

 

Time and opportunities for reflection

Supervision

Regular supervision is essential – it doesn’t just help someone deal with operational issues, good supervision is an opportunity for someone to reflect on their work and development needs.

Time

 

Managers and leaders need time in lots of different forms. Time in their role, letting them put learning into practice; time for reflection through supervision; and time to complete learning.