CARE AS A CAREER
Please note Care and Support West members can book as many tickets as they need and the first two lunches will be provided free of cost. However, to help cover the catering costs we will invoice £5 for the 3rd and subsequent tickets
Non Members tickets are £40 each and will be invoiced shortly after the booking is made. Cancellations after 5th April will not be refunded
Barriers to recruitment and retention from Care Management Matters June 2015
Over 1.5m people currently work in the care sector in the UK and as the population ages, the demands for care and employees will increase. However, the health and social care sector have experienced challenges in recent years as a result of austerity measures in the public sector which has had implications for the pay and pensions of those working in the sector. With growing demands and fewer resources, the issue of workforce planning has become increasingly critical.
Research commissioned by the Borough of Poole and The Dorset Better Together Programme and carried out by Bournemouth University’s National Centre for Post-Qualifying Social Work and Professional Practice has explored some of the barriers to employment and how they can be tackled. As expected, care sector employees and employers reported a range of issues which have a negative impact on staff recruitment and retention, including low levels of pay, increasing demands placed on workers, the lack of clear, career progression paths and negative media perceptions of care work.
However, the research showed that a significant barrier to recruitment and retention of workers is the perceived vulnerability of staff and their culpability should an unexpected incident relating to risk or safeguarding occur. In a context of increased regulation and quality monitoring, unqualified care staff can feel vulnerable to allegations made against them, especially as this can result in immediate suspension which has significant personal financial implications.
As difficult as the current situation appears, Lead Researcher Dr Lee-Ann Fenge believes that it does not need to remain this way, ‘At a national level, more needs to be done to value those who work in the care sector by highlighting the benefits and rewards of care sector employment and not just the negative aspects of this type of work. Raising the status of the care sector through the provision of career progression pathways, clear qualification requirements, and enhanced pay levels would help to inspire future workers to join the sector.’
David Smallacombe says “Nominating staff for the prestigious Care and Support West 2017 Care Awards is another way of raising the status of the sector locally and of rewarding individual members of your staff”
- Trevor Mapondera Nurseline Healthcare
- Tracie North ACC TV
- Sarah Rhodes Citation
- Sally Wilson Bath College
- Lindsey Thomas Skills for Care
- Kate Barnes South Glos Dpt of Children’s, Adults and Health
Could our leadership approach be a barrier to recruitment and retention: Exploring an alternative approach to leadership?
While servant leadership is a timeless concept, the phrase “servant leadership” was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970. In that essay, Greenleaf said: “The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions…The leader-first and the servant-first are two extreme types. Between them there are shadings and blends that are part of the infinite variety of human nature.
I will make the session interactive by encouraging the some discussions around barriers and feedback on whether people feel they could take any of this work to their organisations.
Tracie North: ‘Building Staff Resilience’
One of the major challenges facing the independent care sector is the retention of good staff. Not only does high staff attrition rates impact on organisational efficiency it has a human cost that is quite often difficult to measure. In my presentation we will explore:
- Expressed and lived values (organisation and individual)
- Managing Workforce Pressures
- Valuing professionalism
Our sector provides the most sophisticated care to the most complex of customers. Our staff deserve recognition and many more accolades!
Sarah Rhodes, Citation: ‘A Guide to Recruitment & Retention’
Citation are the experts in supporting care providers with Health & Safety, HR & Employment Law and CQC Compliance. We know that the key to a strong, successful and happy workforce starts right from the advertisement of the job role through to understanding what it really means to retain the high calibre of staff that you need for your business. HR Consultant, Sarah Rhodes will take you through:
- Getting the most from job advertising
- Tips on interviewing in the care sector
- The importance of a proper induction and probationary periods
- Employee retention and engagement
Sally Wilson, Kate Hobbs and Stacey Harper: Working in partnership with health and social care employers to develop the current and future workforce
How Bath College Care Academy works in partnership with a broad range of health and social care employers to create a range of meaningful, relevant and innovative opportunities to enable learners to develop employability skills for the health and social care sector.
Sally will be using examples of some of the work Bath College Care Academy has facilitated, to talk about the benefits for employers, students and the wider community of this model and to provide opportunities for people to discuss these in more detail, should they wish to. Bath College can also help with apprenticeships and short courses to upskill, motivate and retain staff. Stacey will be talking about how Bath College is supporting employers to recruit and train apprentices within a broad range of sectors and how to overcome some of the barriers they may be experiencing.
Apprenticeships are changing! Hear about the new apprenticeship standards, written by the sector for the sector, and also the changes to funding arrangements. Apprenticeships are a great way to encourage people into the social care sector and to offer training to existing employees”
Kate will share details about the Proud to Care Campaign South West which South Glos Council has just joined. The session will cover an overview of the campaign pioneered by Devon County Council & provide more information about the Proud to Care South West Campaign, including the timeline what it will look like and its potential benefits.
You can read more about barriers to recruitment at our website.