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Workforce research at Skills for Care

Workforce research at Skills for Care. Christine Eborall Programme Head : Research. Skills for Care. Part of Skills for Care & Development, the sector skills council for social care, children and young people’s workforces in the UK.

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Workforce research at Skills for Care

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  1. Workforce research atSkills for Care Christine Eborall Programme Head : Research

  2. Skills for Care • Part of Skills for Care & Development, the sector skills council for social care, children and young people’s workforces in the UK. • Mission: ‘to modernise adult social care in England by ensuring standards and qualifications continually adapt to meet the changing needs of people who use care services.’ • Includes providing ‘robust data, research and analysis about the social care workforce.’

  3. Main research areas • National Minimum Data Set for Social Care (NMDS-SC) • Ad-hoc projects (mainly quantitative) • Regional research – mainly to support regional activities • New Types of Worker / New Ways of Working - 100 action research projects

  4. National Minimum Data Set for Social Care (NMDS-SC) • A collection of standard workforce data items • Developed by Skills for Care in partnership with DH, former DfES, CSCI, GSCC, SCIE, NHS NWP, LSC, LGA, CWDC and others • Launched October 2005; online since November 2007 • Collected from adult care-providing and –organising establishments • Also collected from some children’s services • Not mandatory: carrot & stick approach

  5. Organisational data items • Establishment name, address etc. • CSCI registration no. • Ownership • Main & other services provided • Types of service users • Service provision capacity • Total employees and by 27 job roles • No. starting in past 12 months x 27 • No. agency, bank/pool, student, volunteers x 27 • No. leaving in past 12 months x 27 • Reasons and destinations of leavers

  6. Individual worker data items • National Insurance No • Home postcode, date of birth, gender, ethnicity • Job role(s) and employment status • Contracted hours, additional hours in last week • Full-time or part-time, employment terms • Sickness in past 12 months • Gross pay (3 options: annual, monthly, hourly) • Year started work in social care • Qualifications held and working towards • Year qualifications achieved

  7. NMDS-SC: progress to date • 21,100 organisational and 585,000 worker records in system • Mainly private and voluntary sector • 55% of CSCI-registered establishments • Bulk Upload Tool launched April 2008 for large employers and local authorities • Output reports for individual establishments (including AQAA) and for general use (e.g. local authority profiles) at nmds-sc-online.org.uk/ research • Datasets available

  8. NMDS-SC  2007-8 workforce numbers • Estimated adult social care jobs = 1,505,000 • including 6% not directly employed, but excludes self-funders and non-social services council staff. • Private sector 805,000 (53%) • Voluntary sector 265,000 (18%) • Councils 221,000 (15%) • NHS 62,000 (4%) • Recipients of direct payments 152,000 (10%) • But number of individual workers is fewer • More part-time, short hours jobs and multiple employers

  9. NMDS-SC  workforce projections • NMDS-SC employee + capacity data enables future demand to be translated into worker numbers • SfC projections based on PSSRU demand forecasts • 2025 jobs/workforce = 2 – 2.5 million, depending on scenario • PSSRU using NMDS-SC data for more sophisticated projections

  10. NMDS-SC  care worker pay

  11. NMDS-SC  age started in social care

  12. NMDS-SC: development and challenges • Collection from local authorities: progressing slowly • Completeness & currency of response • Change control process invoked for: • worker migrant status • collection from individuals employing own staff • improve / amend qualifications information • Collection from NHS – feasibility study • Wales – feasibility study

  13. Skills for Care ad hoc research • National Survey of Care Workers (2007) • Employment aspects and workforce implications of Direct Payments (2008) • Rewards & incentives (in progress) • National Skills Academy supply & demand study (in progress) • Individuals employing own care & support staff (planned)

  14. National Survey of Care Workers (2007) • Conducted in 2006-7 by TNS • Face to face interviews with a random sample of 500 care workers (identified via general population omnibus surveys) • Most working in “traditional” settings • Migrant and ethnic minority workers under-represented • Main objective: detailed exploration of employment conditions, work patterns and motivations • Full report & tabs on Skills for Care website

  15. National Survey of Care Workers (2007): key findings • Very high levels of job satisfaction: 90+% enjoy their work and feel they are making a difference • Flexibility and hands-on work valued • Lack of appropriate career structure; most not seeking promotion • Management of work a key reason for leaving • Positive attitudes to worker registration • Care work not valued or understood by general public

  16. Direct Payments workforce (2008) • Conducted in 2007 by IFF Research • 526 face to face interviews with DP recipients in 16 local authorities • 486 PA self–completion questionnaires + 100 telephone interviews with PA sub-sample • Main objective: find out who’s being employed and how • Full report on Skills for Care website

  17. Direct Payments workforce (2008) : key findings • Average no. of PAs employed = 2.3 • Average no. of PA jobs/PA = 1.6 • 1/3 of PAs new to social care • 60% of recipients of direct payments have employed people already known to them • 1/3 of employers recruiting not previously known PAs not checking CRB or POVA • PA role very diverse but tailored to individual employer  lack of career development • External training of PAs very infrequent •  potential new workforce, needs development

  18. Rewards & incentives • Research in progress by Manchester Metropolitan University • Main objective: examine links between terms of employment, recruitment and retention difficulties and outcomes for service users • 3 stages: desk research; multivariate analysis of NMDS-SC and CSCI inspection outcomes; case studies • Reporting by end 2008 • Input into employer guidance

  19. Planned future work • Individuals employing own care & support staff • Dearth of knowledge about self-funders • Future model of care  need to understand workforce implications • Ongoing review of workforce research from other sources • What it means for employers in the sector • Research arising from NTOW programme

  20. www.skillsforcare.org.uk/research

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