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Something old, something new, something borrowed, something blue…

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.

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Something old, something new, something borrowed, something blue…

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  1. Something old, something new, something borrowed, something blue… Jill Manthorpe & Jo Moriarty September 2011

  2. About us…. http://www.kcl.ac.uk/schools/sspp/interdisciplinary/scwru/

  3. Improvements in data collection • National Minimum Data Set for Social Care (NMDS-SC) - maintained by Skills for Care • Employer-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/pubs/periodical/ • Better information on adult social care workforce in England than in other UK countries

  4. 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)

  5. 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

  6. From recruitment to retention

  7. Why people leave jobs UK 2008-2009 - Social Trends 40, 2010 Hussein, 2010, SCWP 8

  8. Recruitment & retention • Average turnover rate of 15 % (Hussein, 2009) • Varies among employers (LoCS) • Highest among direct care workers • Skills for Care say that exit mainly takes place to NHS or local authority employers • Better terms and conditions seem to be the main reason here • Witnessing the loss of day centre staff?

  9. Pay • Many social care jobs are paid at the level of the minimum wage • Currently £5.93/€6.9 per hour (over 21) (£4.92 18-20 years) • Differences between sectors • Existence of a public/private sector pay divide (maybe not top managers…) • Pay rates (superficially?) better when working with people receiving personal budgets/direct payments • Differential access to pensions and other employment rights

  10. Training & Skills • Training 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)

  11. Opportunities for career development • Most managerial and professional staff have traditionally had experience of care work (Balloch et al, 1999) • No recent evidence if/how this has changed • Role of human capital? • Where do entry levels and professionalising the workforce fit in with this? • Many seem to leave to ‘better themselves’

  12. Policy changes • Government 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-operatives • Changes 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 !

  13. Taking one…age • Older workers have certain views about training… • Flexibility on their terms • Employers will need to brush up on pension interactions • Different rewards… • Team dynamics • Management styles • Creativity is not just for the young !

  14. 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…

  15. Acknowledgements • We 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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