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Shaping the Future:

Shaping the Future:. Social Care in Northern Ireland. Changing Lives The Contribution of Social Work Services in the 21 st Century – Carole Wilkinson. NISCC Conference 24 October 2006. Why a Review?. Services not working well enough What people need from services has changed

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Shaping the Future:

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  1. Shaping the Future: Social Care in Northern Ireland

  2. Changing LivesThe Contribution of Social Work Services in the 21st Century – Carole Wilkinson NISCC Conference 24 October 2006

  3. Why a Review? • Services not working well enough • What people need from services has changed • Need to make better use of increasingly scarce resources (people and money) • Not born out of a major crisis

  4. Objectives • To clearly define the role and purpose of social workers and the social work profession • To identify improvements in the organisation and delivery of social work services • To develop a strong quality improvement framework and culture, supported by robust inspection • To strengthen leadership and management giving clear direction to the service • To ensure a competent and confident workforce • To review and, if necessary, to modernise legislation

  5. Working Methods and Evidence Gathering • Independent Review Group • Five working groups including User and Carer Panel • Consultation: Open Events • Commissioned pieces of work • Visits to six Local Authorities and two Voluntary Organisations.

  6. Three Overriding Conclusions • Social work services don’t have all of the answers. They need to work closely with other universal providers in all sectors to find new ways to design and deliver services across the public sector • Doing more of the same won’t work. Increasing demand, greater complexity and rising expectations mean that the current situation is not sustainable • Social workers’ skills are highly valued and increasingly relevant to the changing needs of society. Yet we are far from making the best use of these skills.

  7. Key Issues from the Report The need to build the capacity: • to deliver personalised services • of the workforce • for sustainable change

  8. Some of the Major Challenges • Unreasonable expectations of what services and workers can sort out • Aversion to risk in society • A profession lacking in confidence • Lack of focus on learning within organisations • Lack of good quality leadership and management • People using services have little say over how they are delivered

  9. Implications for Training & Development • It has a central place in delivering change and improving services • Qualifications, training and education need to be flexible, accessible • Demand not supply led • Workplace learning more significant • Has to equip workers to work in a complex, challenging and demanding environment • Has to be part of the culture of the organisation.

  10. Messages for Northern Ireland • Challenges of delivering services in smaller countries • Opportunities for delivering change in smaller countries • Competition for workers will increase • Health vs Social Care? • Competent, Confident Workforce.

  11. Shaping the Future: Social Care in Northern Ireland

  12. NORTHERN IRELAND SOCIAL CARE COUNCIL CONFERENCE 24.10.06 THE ENGLAND “OPTIONS FOR EXCELLENCE” REVIEW PRESENTATION BY DON BRAND, CONSULTANT, SCIE

  13. BACKGROUND • JOINT MINISTERIAL GROUP 2004/5 ON ROLE OF SOCIAL WORKERS IN NEW CHILDREN’S AND ADULTS’ SERVICES • MINISTERS PERSUADED NOT TO CREATE SEPARATE SOCIAL WORK QUALIFICATIONS FOR CHILDREN’S AND ADULTS’ WORK • WORK CURTAILED EARLY BY CALLING OF 2005 ELECTION • GREEN PAPER ON ADULT SERVICES OUT FOR CONSULTATION • GSCC COMMISSIONED SCOPING STUDY ON SOCIAL WORK ROLE AND TASKS

  14. COMMISSIONING “OPTIONS FOR EXCELLENCE” • GREEN PAPER CONSULTATION ENDED JULY 2005 • DH AND DfES MINISTERS ANNOUNCED SETTING UP OF JOINTLY LED “OPTIONS FOR EXCELLENCE” REVIEW • 3 KEY AIMS – • INFORM CHILDREN’S WORKFORCE STRATEGY AND HEALTH AND CARE WHITE PAPER; • ANALYSE ECONOMIC AND SOCIAL CASE FOR INVESTMENT IN THE WORKFORCE; • SET OUT A VISION FOR THE SOCIAL CARE WORKFORCE TO 2020

  15. RECOMMENDATIONS REQUIRED FOR: • INCREASING THE SUPPLY OF ALL WORKERS IN SECTOR AND IMPROVE RECRUITMENT AND RETENTION • IMPROVING THE QUALITY OF SOCIAL CARE PRACTICE • DEFINING THE ROLE, TRAINING AND SKILL REQUIREMENTS OF SOCIAL WORKERS • DEVELOPING VISION FOR WORKFORCE IN 2020 AND SOCIO-ECONOMIC CASE FOR INVESTMENT IN THE WORKFORCE

  16. METHOD • STAKEHOLDER BOARD TO STEER THE REVIEW, SERVICED BY DH & DfES CIVIL SERVANTS • 4 WORKING GROUPS TO WORK ON DETAILED RECOMMENDATIONS, REPORTING REGULARLY TO BOARD • SEPTEMBER 2005 – JUNE 2006, 4 GROUPS WORKING MORE OR LESS INDEPENDENTLY, CIVIL SERVANTS COORDINATING • JULY – OCTOBER 2006, ITERATIVE PROCESS TO FINALISE REPORT WITH INPUT FROM 2 STAKEHOLDER EVENTS

  17. CHAPTERS IN FINAL REPORT • WHY AN EXCELLENT WORKFORCE MATTERS • CURRENT AND FUTURE CHALLENGES • VISION FOR THE WORKFORCE 2020 • LEARNING ORGANISATIONS • RETENTION AND RECRUITMENT • NEW WAYS OF WORKING • LEADERSHIP, MANAGEMENT AND SUPERVISION • COMMISSIONING

  18. NEXT STEPS • EARLY ACTION • PROPOSALS TO CONSIDER IN THE MEDIUM AND LONG TERM • DEVELOPING A STATEMENT ON SOCIAL WORK

  19. LESSONS FOR NORTHERN IRELAND • PROCESS • CONTENT • OUTCOME • NEXT STEP

  20. Shaping the Future: Social Care in Northern Ireland

  21. Social Services in Northern Ireland: Where to from here? Paul Martin Chief Inspector Social Services Inspectorate Department of Health, Social Services and Public Safety

  22. Integrated Service: • Health and Personal Social Services. • Social Services and others.

  23. Social Services: What are they? • Social Care • Social Work

  24. Social Work and Social Care Scope – Facts and Figures – 2004/2005 • 26,623 referrals to children’s personal social services. • 2,531 looked after children in Northern Ireland. • 2,000 child protection investigations carried out. • 1,593 children on Child Protection Register.

  25. Scope – Facts and Figures – 2004/2005 (Continued) • 20,204 care packages being delivered: • domiciliary care packages - 40.5% • Residential home care packages - 22.0% • Nursing home care packages - 37.5% • Three-quarters (9,212) residential and nursing home care packages delivered by private sector. • 12% (2,808) provided by statutory and voluntary sectors. • 6,164 places in residential homes for adults.

  26. Drivers for Change • Review of Public Administration (RPA) – and I will return to this. • Changes in Family Life and Structure. • Changing Attitudes and Expectations. • Choice. • Race and Ethnicity. • Communities.

  27. Principles for Success • Person Centred/holistic. • Seamless. • Pro-active. • Support Independence. • Social Inclusion. • Outcome Focused. • Culturally Competent.

  28. RPA and Social Services • Department: What will it do? • Authority: What will it do? • Providers: What will they do?

  29. Department: • Strategic Policy Development. • Legislation. • Standards. • Ministerial Regional Priorities. • Advice to Minister.

  30. Authority: • Assessment of Need including PSS Training. • Commissioning. • Performance Management. • Operational Policy. • Local Health and Social Care Groups (LHSCGs).

  31. Providers: • Deliver Services. • Account to Authority on quality/ performance/statutory functions. • Comply with Northern Ireland Social Care Council (NISCC) Codes. • Deliver PSS Development and Training Strategy.

  32. RPA: Social Services ProjectOutcomes • Strengthening Integration. • Improving Governance and Accountability. • Enhancing Interfaces.

  33. Workforce is KEY Strategic Development Priorities for the Service: • Leadership and Management; • Safe and Accountable; • Flexible and Skilled; • Motivated and Confident; • Working in Partnership; and • Continuous Improvement.

  34. Concluding Reflections • Government’s commitment to social services. Evidence • Children’s Funding Packages. • Social Work Career Structure. • PSS Development and Training Strategy. • Reform of Social Work Training with New Degree and Student Incentive Schemes. • New PQ training work. • NISCC itself.

  35. Shaping the Future: Social Care in Northern Ireland www.niscc.info

  36. Workforce Development within Health and Social Care David Bingham

  37. Staff in Social Services 2005 Census

  38. The Drivers for Change in the Workforce • The Appleby agenda- productivity • A more discerning community • Greater integration of the education and training of health and social care staff. • A greater focus on staff governance • The impact of the Review of Public Administration.

  39. Shaping the Future: Social Care in Northern Ireland www.niscc.info

  40. What ‘they’ say…

  41. MONEY

  42. I'm totally disgusted at the way both clients and carers are treated by co-ordinators.  They are out to save money at all costs.  They don't care, it's a complete disaster.

  43. They're just after saving themselves money.  I've been badly treated, they work so fast.  It's rush, rush, rush…  The people in charge don't care.  I just want to die and everybody will forget about me. 

  44. MEALS

  45. They come between four and a quarter to five to give me my tea.    I don't get an evening meal cooked. They are here ten minutes at the very most.   I've been told: "more Marmite - that's disgusting". 

  46. I've been on the waiting list, since Feb 2005, to get an extra 15 mins in the evenings so that I can have more time to digest my meal.  They usually come around a quarter to five/ five o'clock to cook my tea but one time they came at twenty past four.  I don't get anything then until the morning. 

  47. PERSONAL HYGIENE

  48. The last time I had a shower was about a year ago.  The carer didn't know how to work the shower and I got hot water on me.  I wasn't burned  but now I just have a bed bath every day.

  49. I have a roll in shower but I only get a shower once a week. 

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