Adult Social Care Workforce Strategy 2023-2026

Our approach - delivering our Adult Social Care Workforce Strategy

Internal Workforce Overview

For our internal workforce our plan to deliver the Workforce Strategy includes actions which are; already underway, or planned along with proposed new areas of work. The activity set out in the plan focusses on five themes which are:

  • Recruitment and Retention
  • Workforce and Culture
  • Learning and Development
  • Employee Relations
  • Health and Wellbeing

Each of our workforce themes and associated outcomes have identified success measures with timescales identified. We will keep these under review within our Workforce, Commissioning Boards and senior management team meetings

Outlined below are our planned actions for 2023/24.

Internal Workforce Support Overview

Recruitment and Retention

  • Recruitment and retention reporting and data analysis to steer recruitment campaigns for hard to recruit posts and identify areas for improvement
  • Ensure that the recruitment and selection procedures are undertaken in accordance the Council's Diversity and Inclusion best practice, with recruitment panels reflective of diversity and involving people with lived experience
  • Analyse the Diversity and Inclusion recruitment & selection data and make recommendations for improving the diversity of the workforce where applicable
  • Implement new Induction programme for Adult Social Care

Workforce and Culture

  • Workforce profiling reporting and data analysis
  • Establish workforce planning activity within Adult Services, to identify workforce availability, capability and ensure succession planning
  • To identify and implement a range of targeted Diversity and Inclusion activities within Adult Services
  • To review staff engagement mechanisms, visibility of senior leaders and ensure activity including recognition and celebration to drive our new values and help employees feel valued and appreciated
  • To embed Team Planning approaches

Learning & Development

  • Monitor non-completion of Corporate Statutory and Mandatory training across the Service
  • Ongoing review of training programmes and plans informed by a cycle of Training Needs analysis and an annual training report
  • To define Statutory, Mandatory and desirable/role specific training and build compliance/refresh requirements
  • To review, establish clear and visible progression and career development pathways for all Adult Services staff 
  • Development for leaders and managers across Adult Services, specifically linked to apprenticeship levy

Employee Relations

  • Promotion and access to toolkits and training to support colleagues in Adult's Services to understand and effectively use HR policies and procedures. Embed a just culture approach.
  • Review of Management of sickness absence process in line with enabling attendance and identify areas for improvement
  • Review approach to managing performance and capability
  • Investigation training for managers and commissioning managers

Health and Wellbeing

  • Managerial awareness of mental health and wellbeing training and toolkits
  • To consider specific strategies and activities to support key areas including stress, anxiety and depression
  • To develop a range of Wellbeing initiatives with a focus on key areas for the workforce including stress, depression, anxiety and MSK
  • Review application and learning from Adult Social Care Organisational Health Checks and any Corporate surveys

External Workforce Overview

For our external workforce we recognise a dedicated, experienced and content workforce is crucial in ensuring good quality provision and continuity of care. As such, our areas of support for our external workforce centre around the following three themes:

  • Recruitment
  • Retention
  • Learning and development

Through the provision of targeted support, specific tools and resources and a range of training, our support offer will look to bolster knowledge and morale of existing staff whilst attracting a new cohort of individuals to the market.

Outlined below are our support offer and planned actions for 2023/24.

External Workforce Support Overview

Area

Currently in place

Planned

Recruitment

  • Animated recruitment and retention video - available for all providers to use for free during their own recruitment campaigns.
  • Encouraging providers to advertise via the free DWP ‘Find a Job’ website
  • Links with the Coventry Job Shop
  • Grant funding to assist towards the cost of recruitment and advertisement costs
  • Survey produced to employers to better understand existing recruitment and retention concerns
  • Speaking to employment advisors and job coaches to inform on the scope of job opportunities available in the care sector.
  • Recruitment events in partnership with the Job Centre
  • Facilitated supported internships for people with Learning Disability/ Autism and Mental Health to be supported into employment within the care sector, in partnership with the Adult Education Team
  • Creation and promotion of the ‘Provider Support Pack’ with advice and support surrounding recruitment and retention 
  • A dedicated employment event for newly arrived citizens (refugee and migrant citizens) to inform them of the scope of job roles available within the care sector. 
  • Targeted recruitment to a range of groups, including refugees
  • Further links with the Coventry Job Shop, including the creation of an ASC recruitment poster, job fayre and myth busting session on careers in care.
  • Community models of employment for people with a learning disability or mental health issues
  • Engaging with other Local Authorities to compare recruitment strategies of people with a learning disability into paid employment
  • Recruitment ‘bootcamp’ in collaboration with Throughcare (leaving care) internal team to introduce care leaver into employment within the care sector.
  • Linking in with the Job Centre’s Disability Employment Advisor to support their existing cohort into roles within the care sector

Retention
  • Access to grant funding (Workforce Retention and Recruitment Fund) to use towards the cost of bonus / retention payments
  • Sharing of wellbeing initiatives, mental health support and support groups / advice lines
  • Promotion of Skills for Care Registered Managers network and forum
  • Circulation of Public Health initiatives, e.g. Stoptober, Dry January
  • Review and monitoring of staff supervision frequency and training
  • Sharing of good news stories via the Provider Bulletin ‘Shine a Light’ section.
  • Promotion of the ‘Thrive at Work’ accredited programme to improve employee wellbeing and boost CQC ratings.
  • Targeted performance indicators within new commissioned contracts based on staff satisfaction levels, training and supervision.
  • Continued promotion of Skills for Care Registered Managers network and forum.
  • Sharing of new initiatives from Skills for Care, Local Government Association and other stakeholders with providers.

Learning and Development

  • Training sessions, including bitesize online training, covering a range of topics e.g. catheter care
  • Free accreditations e.g. React to Red, Say No To Infection, Red Bag scheme
  • Access to SCILS training system
  • Provider events, forums and bulletins
  • 6-8 week introduction to care course facilitated by Coventry City College to prepare people for roles in the care sector, with a guaranteed interview at the end of the course
  • Links with the internal Apprenticeships Team to gain insight into how Adult Social Care providers can access the Levy Transfer Fund to contribute towards the cost of training for an apprentice.

  • Market consultation and surveys to understand training gaps for future sessions
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