Scrutiny of Recruitment & Retention of CSF QSWs

1. Scrutiny of Recruitment & Retention of CSF QSWs 23rd April 2010

2. Introduction & Background Louise Tibbert - Head of HR & OD, Resources & Performance

3. Overview… 1.What are the current and emerging issues for recruitment & retention of Qualified Social Workers? 2. How well do HCC policies and practices enable effective recruitment and retention of Qualified Social Workers? 3. What are the priorities and planned activities for HCC in continuing to reduce vacancy levels of Qualified Social Workers? 4. What could HCC do to benefit from good practice elsewhere?

4. Context • Baby Peter Tragedy, 2007 • Increase in referrals by approximately 50% • History of recruitment challenges – skills shortage area • Increased number of QSW posts • Workforce reform • Additional funding for CSF • Regional & national context • HCC strategies to address recruitment & retention issues

5. Key data 2010AprilOctober Establishment 187 187 In post 126 154 Vacancy 59 33 Agency cover 49 33 Academy in post 27 30 • October figure is based on planned recruitment & retention maintaining momentum • Reduction in voluntary turnover from 25.8% in March 2008 to 15.8% in January 2010

6. Arrangements for Scrutiny • Report • Range of witnesses – internal/external • Agenda focussed on agreed scrutiny terms of reference • Opportunities for Members to question & clarify

7. What are the current and emerging issues for recruitment & retention of Qualified Social Workers? Nicola Curley, Children’s Service Manager Gerry Meikle , UK Operations ManagerAlison Twynam, Head of Policy, Practice & Quality Assurance Louise Purser, Head of CSF Learning & Development

8. National Context Social Work an under-valued profession for last 30 years Specialization in mid 1990s following the Community Care Act Isolation of Children and Families work, defined by Child Protection and court work Series of high profile child deaths

9. National Context cont. • Negative media/public perception • Changes in qualification process • Introduction of ICS • Stringency/regulation of profession • Retirement of existing generation • Result is a significant shortage of QSWs, especially in C&F

10. Issues for Hertfordshire • Recruitment of QSW been a difficulty since 2000 • Most acute problem has been in Assessment Teams • Size of County and travel • Cost of living • Positioning next to London Authorities

11. Risk areas • Performance • Impact on children • Inspections • Financial • Reputation

12. Future Direction • A national and acute regional shortage of QSWs requires an aggressive recruitment strategy and joined up retention policy • Critical from all perspectives that we attract the highest calibre QSWs available to meet the needs of Hertfordshire’s most vulnerable children

13. External Perspective • 2004 Manpower’s involvement– identification of the first issues around QSW shortages in Hertfordshire • Social Work Task Force– Building a Safe and Confident Future • PPMA – 100% of respondents now experiencing problems recruiting QSW’s - Feedback from clients, panel vendors and candidates on social work crisis.

14. Retention Issues • Workload • Work life Balance • Work related Stress • Management issues • Lack of progression and career development

15. Questions?

16. Taskforce recommendations • Background • Overview of recommendations • Implementation plan • Action required by CSF

17. Questions?

18. How do HCC Policies & Practices enable effective recruitment & retention Paul Chamberlain, Lead HR Business Partner Louise Purser, Head of CSF Learning and Development Monica Jones, Assistant Team Manager

19. Policies • Market forces • Welcome Payment • Relocation • Benefits • Non financial • Total package

21. Learning & Development policies • Induction • L&D programme • Scholarship • EPD • Post Qualification awards

22. Questions?

23. What are the priorities and planned activities for HCC in continuing to reduce vacancy levels Steve Morris, Children's Service Manager, CSF Jacqui Stone, Client Relationship Manager, Manpower Alison Twynam, Head of Policy, Practice & Quality Assurance

24. Newly Qualified Social Work Academy • Background • Programme • Effect on recruitment & retention • Implications for CSF

25. International Recruitment • Background - Overseas Partnership Campaign & enhanced Recruitment Criteria • Results • Effect on recruitment & retention • Next steps

26. Response to retention issues • Retention group • Action plan • Retention toolkit • Data set – staff profile • Develop Communications front line staff and managers

27. Response to retention issues (cont) • Workload measures • Flexible working • Strengthen management • Social work task force – improving quality of Supervision

28. Questions?

29. What could HCC do to benefit from good practice elsewhere Emily Boynton, HR Relationship Manager, Surrey County Council Paul Chamberlain, Lead HR Business Partner

30. Eastern Region Safeguarding Project (ESP) • One of the work streams to come out of the Regional Eastern Improvement Project Group • Local authorities in the Eastern region recently engaged in meetings to address R&R issues experienced across the region • Aim to develop solutions and recommendations as to how the Eastern region can address this collaboratively

31. Key areas • Benchmarking SW rates of pay, premiums and incentives • Promote marketing of Eastern Region • Improve quality of SW training provided by regional degree courses & develop better links with universities • Support succession planning for team managers, service managers and senior leads

32. Questions?