The traditional definition of ‘workforce productivity’ is a metric that’s calculated based on the amount of outputs provided by the process versus the inputs consumed by the process.
This definition is now being extended to focus on how efficiently a system can use resources to achieve its goals, and is taking a more holistic approach by accounting for other factors such as staff training to improve knowledge and skills.
Measuring workforce productivity
Measuring workforce productivity is complex, especially in adult social care, and there are no straightforward ways to measure it.
The Office for National Statistics (ONS) recognises that traditional measures of productivity aren’t always relevant for the health and social care sector, and is working on a new methodology to measure productivity in adult social care.
The evidence review suggests that there are four key factors that impact on workforce productivity:
- vision, values, culture and supervision
- inclusive leadership and management
- learning and development
- employee health and wellbeing.
We’ve also considered how to use of digital technology in social care can influence and support productivity.
We’ve developed a model to help adult social care employers and commissioners to explore the ways to measure and improve workforce productivity, based on the four factors identified in the evidence review.
The model gives you a list of questions to help you to analyse how productive your workforce is around each of the four factors. This can help you to think about what’s working well and not so well in your organisation and identify areas for improvement.
It also shares some of the ways that you can increase workforce productivity, and links to practical resources to help.
By using this model as a framework, and engaging with all of the pillars regularly, you can find ways to increase workforce productivity.
We’re currently testing the model with adult social care employers and commissioners and hope to share the learning and final draft in spring 2020.