something old, something new, something borrowed, something blue…
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Something old, something new, something borrowed, something blue…. Jill Manthorpe & Jo Moriarty September 2011. About us…. http://www.kcl.ac.uk/schools/sspp/interdisciplinary/scwru/. Improvements in data collection. - PowerPoint PPT PresentationTRANSCRIPT
Something old, something new, something borrowed, something blue…
Jill Manthorpe & Jo MoriartySeptember 2011
About us….
20 Apr 2023 2
http://www.kcl.ac.uk/schools/sspp/interdisciplinary/scwru/
Improvements in data collectionNational Minimum Data Set for Social Care
(NMDS-SC) - maintained by Skills for CareEmployer-led organisation responsible for the training
standards and development needs of the adult social care workforce in England
Secondary analysis of NMDS-SC by Dr Shereen Hussein http://www.kcl.ac.uk/schools/sspp/interdisciplinary/scwru/pu
bs/periodical/Better information on adult social care workforce in
England than in other UK countries
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Social Care: an atypical workforce
Dominated by women
Horizontal and vertical gender segregation
Data sources: Social Trends 40 & Hussein, 2009, Social
Care Workforce Periodical (2)
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Other examples….General - Social Trends 40 (2010)
Social care - Hussein, SCWP
Unemployment rates higher among people from black and minority ethnic groups than among White British people (Social Trends 40)
Rates of economic activity decline once people reach their 40s
Around 17 % from BME group compared with around 8 % in population as a whole
Almost 20 % are migrant workers
Only 12 % aged 18-25 Mean age is 42
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From recruitment to retention
Why people leave jobsUK 2008-2009 - Social Trends 40, 2010
Hussein, 2010, SCWP 8
Reason Per cent
Involuntary
Made redundant 25
Temporary job ended 14
Dismissed 3.2
Voluntary
Resigned 27.2
Family/personal reasons 6.2
Health 2.7
Retirement 2.1
Other 19.2
Reason Per cent
Involuntary
Made redundant 1.2
Temporary job ended 1.2
Dismissed 5.5
Voluntary
Contractual/nature of the work
11.4
Personal reasons 25.2
Career development/improved job
25.2
Retirement 4.1
Undisclosed/unknown 26.220 Apr 2023 7
Recruitment & retentionAverage turnover rate of 15 % (Hussein, 2009)
Varies among employers (LoCS)Highest among direct care workersSkills for Care say that exit mainly takes place to
NHS or local authority employersBetter terms and conditions seem to be the main reason
hereWitnessing the loss of day centre staff?
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PayMany social care jobs are paid at the level of
the minimum wageCurrently £5.93/€6.9 per hour (over 21) (£4.92 18-20 years)
Differences between sectorsExistence of a public/private sector pay divide (maybe not
top managers…)Pay rates (superficially?) better when working with people
receiving personal budgets/direct paymentsDifferential access to pensions and other employment
rights
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Training & SkillsTraining seems to lead to improved job satisfaction (e.g.
Moriarty et al, 2010) but limited information as to whether this helps retention
Role of regulation in improving training?Positive impact of Nat. Minimum Standards (Gospel, 2008)
Biggest impact comes from seeing training as investment (Rainberd et al, 2009)
BUT limited access to training in specific areas such as dementia care (NAO, 2007) and PA work can be training free zone (PA strategy)
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Opportunities for career developmentMost managerial and professional staff
have traditionally had experience of care work (Balloch et al, 1999)
No recent evidence if/how this has changedRole of human capital?Where do entry levels and professionalising the
workforce fit in with this?Many seem to leave to ‘better themselves’
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Policy changesGovernment wants to see
Increase in numbers of people with personal budgets esp. direct payments Paid workforce may include family members/adult
fostering/shared lives (10k)New types of service and employers
Expansion of mutuals and co-operativesChanges to benefits system
To increase people in paid work and introduction of flexible age of retirement
Changes to immigration rules Cap on people coming from outside the European Economic
Area but larger EU !20 Apr 2023 12
Taking one…ageOlder workers have certain views about
training…Flexibility on their termsEmployers will need to brush up on pension
interactionsDifferent rewards…Team dynamicsManagement stylesCreativity is not just for the young !
Take home thoughts…Sector changes
Will personalisation lead to increased job satisfaction and retention?
Or more choices for workers?Will people want different jobs with ‘safety-net’ work?What can employers offer?How can sector hold on…
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AcknowledgementsWe acknowledge the contribution of Skills for Care
for access to the NMDS-SC and the Department of Health for funding the analysis of the NMDS-SC and for its support for the Unit.
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