Workforce productivity and quality model

We conducted an evidence review and held workshops that explored workforce productivity in adult social care. From our findings, we’ve developed a Workforce Productivity and Quality Model with support from a national steering group of providers and members from the Local Government Association.

Employers can use the model to increase productivity, improve quality and support and it aligns closely with the Care Quality Commission’s Well-led domain, as well as being relevant for non-regulated services too.

Commissioners and local authority quality assurance leads can use the model to work together with providers to increase productivity and quality with commissioned services and influence workforce planning and market shaping.

The evidence from our review told us that an engaged, valued and well supported workforce, working within a positive organisational culture, has an impact on the quality of care and workforce productivity. We know that stress and burnout are tangible issues for social care and it’s never been more important to support workforce health and wellbeing.

 
   

Rapid evidence assesment

This paper focusses on this discussion in adult social care, drawing on the published literature to identify the main influences on productivity. Our aim is to begin a conversation with employers and managers in adult social about workforce productivity, what it is and what could be done to improve it.

⇨ Read the research report.

   

 

Through our research, we identified 4 key areas that influence productivity, displayed here as ‘pillars’ of productivity.  These are interconnected pillars, all of equal importance, meaning that poor progress in one or more pillar, can have a negative impact on productivity and workforce stability and the opposite effect with positive and stable progress.

Workforce productivity diagram Nov 2019

It’s also important to note that a cross cutting theme of the four pillars was an organisation’s approach to the use of digital tools and its digital leadership.

 

Getting Started with Workforce Productivity 

An interview with Darren Robbins from Coventry City Council and a member of our national productivity steering group. 

 

The workforce productivity and quality model, self-assessment, action plan and review tools.

 

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Our research definition moves away from how we traditionally think about productivity in terms of outputs and inputs and focuses on the factors that at influence team’s behaviour in providing quality of care and how well a system or an organisation can take an holistic view and use its resources to achieve its goals.

The model includes different sections on ‘things to measure’ ‘things to do’ and ‘things to help’, as well as considering the use of digital technology. 

Employers can use the model to increase productivity, improve quality and support and it aligns closely with the Care Quality Commission’s Well-led domain, as well as being relevant for non-regulated services too.

Commissioners and local authority quality assurance leads can use the model to work together with providers to increase productivity and quality with commissioned services and influence workforce planning and market shaping.

We have developed a self-assessment tool, action plan and review templates using an Analyse, Plan, Do, Review’ model against a series of statements to help you to measure and analyse how effective your organisation is against each of the four pillars of productivity.