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The future of the social care workforce…

The future of the social care workforce…. Jill Manthorpe Social Care Workforce Research Unit King’s College London Jill.manthorpe@kcl.ac.uk. Shape of the pool care homes (1). Increasing in number of beds Decreasing number of providers + market failures Geographical variations

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The future of the social care workforce…

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  1. The future of the social care workforce… Jill Manthorpe Social Care Workforce Research Unit King’s College London Jill.manthorpe@kcl.ac.uk

  2. Shape of the pool care homes (1) • Increasing in number of beds • Decreasing number of providers + market failures • Geographical variations • Understated nursing and palliative care roles • Still women dominate – as staff and residents • Minimum wage/wage compression • Staff tenure (3yr average), turnover can be 50% • High use of agency and migrant workers • Stepping stone to NHS job or training • Regulations re employment & training

  3. Shape of the poolCash for care (2) • US demonstration projects found cash attracted eg family,friends, neighbours (Arkansas and New Jersey) but they worked unpaid also • Issues about strain, respect, pay. agreements • Cash flexibility also used for goods and equipment (Maryland) • IBSEN evaluation to explore, Direct Payments relevant

  4. Shape and number of the fish (1) Common issues • NMDS – knowing the fish in the pool • Increase size of pool, eg disability, migrants, under rep groups, + older people? • Vetting and barring, role of workforce regulation • Who pays/cost for continuing training and what is the impact? • (FE?HE + numerous subsidies) • Retention after training

  5. Shape of fish (2) Specific issues • Social workers (90k) • increase number but higher demand • u curve pattern • adult – children split? • change of social work role eg AMHP

  6. Shape of fish (3) • Specific issues • Direct care workers • Decline in middle age, unqualified women • Role models and gender + diversity • Workpaths of experts by experience eg STR • Welfare reforms eg IB, A4Wk, New Deal 50+ • Occupational swapping – little known

  7. Herons ? • Other low wage or transferable jobs • NHS • Sure Start, Connexions, housing, education • Retail and service industry • Employment with rights, less strain

  8. Lilies ? • Job satisfaction • Higher in social care than many others eg accountants, teachers • Always needed • Roles changing and more technological support • Increased awareness of HR and local market labour supply

  9. Who is gardener? • Role of Directors of Adult Services • Local health and social care economy • Relationships with Skills for Care • Better partnerships with people using services?

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