Self Directed Support: Implications for Workforce Development

1. Self Directed Support: Implications for Workforce Development

2. Broader context of Public Services Reform • Greater integration of public services at a local level • Greater investment in the people who deliver services • A renewed focus on public services working with people and communities directly • A commitment to work with individuals and communities and enhance self-reliance and community resilience. •  A strong focus on prevention and early intervention.

3. Self-Directed Support Self-Directed Support seeks to drive a transformational shift in the culture and practice of care and support across Scotland: Putting individual outcomes, choice and control at the heart of support arrangements

4. Self Directed Support Outcomes As Self-Directed Support becomes the mainstream approach, we will see this shift manifest itself in moving from; • Traditional assessment to outcomes focused conversations • Service led solutions to valuing community assets • Partnership to co-production • Valued and Engaged workforce; skilled to empower individuals and influence service reform

5. Implications for Workforce Development Effective workforce development for Self Directed Support should • promote collaborative, reflective and generative learning • help facilitate the sharing of practice and support that builds on positive work undertaken so far • affirm the underpinning principle of personal outcomes and its meaning within front line practice; emphasising co-production and relationship based support

6. Responsive Engagement with Workforce Responsive Engagement with workforce should include • A coherent message – values and principles • A communication strategy • Support structure for SDS leads to promote sustainable local solutions for workforce development

7. SDS Workforce Implementation Plan

8. SDS Project Structure Reference groups Reference groups

9. SDS Workforce Project Board Potential themes for Project Groups • Engagement of Health in SDS • Engagement of Children’s Services in SDS • Risk Enablement/SDS in context of statutory parameters of AWI/ASAP/MHA • Community Asset approach to workforce development • PA workforce / support structures • Outcomes focused conversation, relationship based support

10. Self-directed Support • The implementation of the self-directed support workforce implementation plan is fully informed by the workforce development implications for voluntary sector employers. • Voluntary sector employers are fully engaged with the implementation of the self-directed support workforce implementation plan

11. Informed by: • Representation on Board and sub-groups • Reference groups • Consultation on implementation plan • Guidance and Regs Consultation Event (28 June) • Development of Provider Guidance (Apr 2013-Apr 2014)

12. Engaged with: • Workforce case studies / practice guidance • Action learning sets on workforce issues (Autumn 2013) • Voluntary sector Personalisation Leads (workforce meeting July 2013)

13. SDS Discussion Questions • How can we best work together to support the workforce? How would you like to be involved? • What’s already happening in your area to support SDS? Would you be willing to share ideas and learning? • What other factors will impact on your ability to support this workforce transformation? How do you think we can best address these?