• Save
Developing the workforce to deliver improved dementia care
Upcoming SlideShare
Loading in...5
×
 

Developing the workforce to deliver improved dementia care

on

  • 763 views

Judith Horsfall, Nottinghamshire County Council, Liz Heaven and Amanda Ashworth, Skills for Care: Developing the workforce to deliver improved dementia care

Judith Horsfall, Nottinghamshire County Council, Liz Heaven and Amanda Ashworth, Skills for Care: Developing the workforce to deliver improved dementia care

Statistics

Views

Total Views
763
Views on SlideShare
747
Embed Views
16

Actions

Likes
0
Downloads
0
Comments
0

1 Embed 16

http://www.westmidlandsiep.gov.uk 16

Accessibility

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment
  • These are the 5 elements my colleague and I will cover today.. We hope! Do come and talk to us later if there is anything you’d like to hear more about. This will necessarily be a whistle stop tour!
  • In May 2012 the Govt launched a WDS for SC. At the launch in our London Office PB emphasised the importance of workforce. He also said that : “Delivering the Vision (for adult social care) demands a confident, capable and well-trained workforce which is at the forefront of empowering people to have independence and choice, and enabling them to stay healthy and active in ways that the personalisation agenda demands. We also want a workforce which rightly takes pride in providing high quality care and support to the most vulnerable people in society.” The Government funds SfC and licenses it as a SSC as a means to help achieve that capable, confident and skilled workforce. But we can only do our job by working with employers like yourselves.
  • Skills for Care’s strategic role is to ensure that the adult social care workforce has the attitudes, values , skills and qualifications necessary to have the right people in the right place to deliver high quality social care. We work closely with the 40,600 organisations that offer social care people who use services, carers and with other key stakeholders to develop tools and resources that meet the workforce development needs of the sector, Skills for Care helps employers build the skills of 1.6 million workers and plan for the future. What does this mean for you and your organisation? NEXT SLIDE
  • What does all that mean day to day? This is a brief overview of the work areas we will be concentrating on this year linked to the new WDS, with the ambition for workforce Paul Burstow spoke about at it’s heart. Today we’ll be focussing only on dementia as a theme but we do much more in partnership with local employers and organisations! I’ll link what follows to the concept of workforce ambition and the 4 quadrants of intelligence, capacity, quality and innovation. But first, what is the vision in the dementia strategy and what are the implications for workforce!
  • A review linked to the NDS in 2009 concluded the employed workforce was not well prepared to face the challenges ahead.
  • This was endorsed by PWUS & Carers comments – these give a flavour
  • So, as part of the strategy several specific recommendations relating to workforce were made….
  • So…… assuming you are interested in developing your services, your business and your workforce further – how can we help you?
  • Importantly the data and specific reports derived from it can be used to plan the workforce needed to support service delivery at a wide range of levels. We’ll hear more about it’s use in Nottinghamshire a bit later.
  • Finders Keepers , the adult social care recruitment and retention toolkit This recruitment and retention toolkit for the adult social care sector has been produced as a practical resource for care providers to improve their recruitment and retention strategies. It contains case studies and useful ideas and templates for establishing effective recruitment and retention strategies to ensure a quality workforce. www.skillsforcare.org.uk Look out for qualifications young people may have already completed which will align to the diploma. These will be called ‘ Preparing for Work in the Care sector’ and exist at levels 1 to 3. Potential new recruits could have completed these at school or college. The recruitment tool – Have you got what it takes to work in care? Have you thought about a career in social care? Contains short quiz (I-care Quiz) to help people discover if they would be well suited to working in social care http://www.skillsforcare.org.uk/entry_to_social_care/Icare/I_Care_quiz.aspx
  • Health and Safety - ‘Work Smart, work safe’ – combating violence against staff There are 2 resources exploring the responsibilities of the organisation and yourself to minimise the effects of any violent incidents where they occur – one guide for employers and one for staff and volunteers . They include a range of examples of policies and procedures, assessment tools, training frameworks, ways of responding to violent incidents and information for workers. http://www.skillsforcare.org.uk/developing_skills/safety_guidance_for_social_care_staff/safety_guidance_for_social_care_staff.aspx
  • Jointly developed between Skills for Care and Skills for Health The ccp’s describe the essential behaviours and knowledge for people working with people who have dementia
  • Principle 6 - Understand how to support the assessment of carers’ needs—intervention should occur before breaking point.
  • Each common core principle includes context and indicative behaviours for example under principle 3 You should make use of the person’s past experiences and life story to support communicating with them.
  • Principle 6 - Understand how to support the assessment of carers’ needs—intervention should occur before breaking point.
  • This slide identifies the variety of ways that the ccp can be embedded and used in the sector
  • Common Core Principles to Support Self Care Skills for Care has worked in partnership with Skills for Health to develop a set Common Core Principles for Self Care. The purpose of the principles is to enable organisations and all those who work in health and social care, whether as commissioners, service provider or educators to make personalised services a reality. http://www.skillsforcare.org.uk/developing_skills/selfcare/self_care.aspx. Any activity we undertake in relation those with dementia, their families and carers must reflect the peroslainsatio agenda and the need to empower people to make choices about their lives. Outlines the 7 principles of self care: Principle 1 Ensure individuals are able to make informed choices to manage their self-care needs Principle 2 Communicate effectively to enable individuals to assess their needs, and develop and gain confidence to self-care Principle 3 Support and enable individuals to access appropriate information to manage their self care needs Principle 4 Support and enable individuals to develop skills in self-care Principle 5 Support and enable individuals to use technology to support self-care Principle 6 Advise individuals how to access support networks and participate in the planning, development and evaluation of services Principle 7 Support and enable risk management and risk taking to maximise independence and choice. Also new Common Core Principles to support dementia care
  • Carers Matter - Everybody's Business Introduction   According to the 2001 census, there are an estimated six million carers in the UK and this is set to increase to nine million by 2037. Every year, two million people move in and out of caring. Health and social care services in particular, have a vital role to play in ensuring that carers are at the heart of the social care system and are treated as expert partners in care.   Definition of a carer: A carer spends a significant proportion of their life providing unpaid support to family or potentially friends. This could be caring for a relative, partner or friend who is ill, frail, disabled or has mental health or substance misuse problems'. Carers at the Heart of the 21st Century DH ,2008   Skills for Care and Skills for Health have produced Carers Matter - Everybody's Business , guidance to help employers and organisations support carers better through learning and development of staff. The guidance is based on a set of Common Core Principles for Working with Carers that were developed in consultation with carers, people working directly with carers, and interested parties across health, social care and other key sectors. Carers Matter - Everybody's Business is not an 'off the shelf' training package, but rather the tools that enable training to be commissioned or developed to reflect local workforce needs, local settings and context. It aims to be flexible enough to be delivered in a variety of ways to meet differing working and learning needs. The guidance comes in three parts and provides information about: who carers are (as distinct from care workers) why carers are important how you can support the learning and development of your workforce to improve and enhance your services for the people who use them, and their carers.
  • Engaging with and supporting employers is a key part of our work. We re-organised last year to cover the whole of the Midlands. Each locality has a named officer to support employers in that patch – you can get a clearer version of this map at our stand. NOTE: CURRENT VACANCY AND COVER BY AMANDA
  • For more information on any of the things I have mentioned today please visit our web site or contact me. You should also sign up to get our e-news every two week that will give you a snap shot of what is going

Developing the workforce to deliver improved dementia care Developing the workforce to deliver improved dementia care Presentation Transcript

  • 16 th March 2012 we help to improve social care standardsDeveloping the workforce to deliver improved dementia care Judith Horsfall, Nottinghamshire County Council Liz Heaven and Amanda Ashworth, Skills for Care
  • Overview Who we are and what we do The workforce challenge Dementia specific resources Nottinghamshire dementia workforce case study Your views about improving workforce Engaging with Skills for Care
  • “The workforce is our mostvaluable asset in social care.The adult social care workforce…at their best, can transform thelives of those they work with.” Paul Burstow MP, Minister of State for Care Services
  • About Skills for Care Skills for Care’s strategic role is to ensure that the adult social care workforce has the attitudes, values, skills and qualifications necessary to have the right people in the right place to deliver high quality social care. We work closely with the 48,000 organisations that offer social care, people who use services, carers and with other key stakeholders to develop tools and resources that meet the workforce development needs of the sector, Skills for Care helps employers build the skills of 1.6 million workers and plan for the future.
  • National Dementia Strategy Vision  People with dementia & their carers helped to live well with dementia. Services meet the needs of everyone regardless of age, ethnic group, social status, the stage of their condition or where they are in the health & social care system
  • To achieve the vision  Changing public & professional attitudes, understanding & behaviour  Make early diagnosis , treatment & support the rule rather than the exception  Enable people with dementia & carers to live well with dementia by the provision of good quality care for all, from diagnosis to end-of-life
  • Workforce readiness:This evidence suggests the workforce as a whole is not ready to deliver personalised care to people with dementia and their families. There are examples of excellent practice by skilled and dedicated staff. However, it appears that low levels of knowledge of good dementia care are far too common. There are examples of a basic failure to treat the person with dementia as a fellow individual, with a need for social interaction, respect and warmth. Prepared to Care – Challenging the dementia skills gap June 2009
  • The National Dementia Strategy 2009 “..Professionals often seemed unable to understand that what works for people without dementia may not work for people with dementia, and professionals are often unable or unwilling to adapt their practice to make it work for people with dementia..” “..People with dementia access all services and so need informed understanding and support from all the services they come into contact with, not only from specialist dementia services – this is bigger than social care”
  • National Dementia Strategy 2009Objective 1: Improving public and professional awareness and understanding of dementiaObjective 13: An informed and effective workforce for people with dementia.Objective 7: relating to the support for family carers also has learning & development implications
  • HOW CAN WE HELP?we help the skilled to be more skillful
  • CAPACITY QUALITY Dementia Workforce Ambition INTELLIGENCE INNOVATIONIntelligence
  • National Minimum Data Set – SocialCare (NMDS-SC) www.nmds-sc-online.org.uk Skills for Care’s National Minimum Data Set for Social Care (NMDS-SC) is recognised as the leading source of robust workforce intelligence for adult social care. The NMDS-SC collects information online about providers offering a social care service and their employees.
  • NMDS-SC today  Contains data from over 27,000 care- providing locations  Over 840,000 workers  Individual data for over 720,000  Growing number of ‘direct employers’  The key dataset for social care workforce information
  • Reporting Options from NMDS-SC: Establishment-level reporting: • Provides an overview of data submitted • Provides a benchmark (same main service / same region by LA and sector • Can nform workforce and business planning activity Higher level reporting: • Local Authority Area Profile • Local Authority Area Profile (sub-sector) • Regional Key Statistics • Regional Workforce Development Report (qualifications profile) • National Key Statistics
  • Dementia Prevalence Worcestershire Wolverhampton Warwickshire WalsallTelford and Wrekin Stoke-on-Trent 2028 Staffordshire 2023 2018 Solihull 2013 Shropshire 2008 Sandwell Herefordshire Dudley Coventry Birmingham 0 5000 10000 15000 20000
  • CAPACITY QUALITY Dementia Workforce Ambition INTELLIGENCE INNOVATIONCapacity
  • How can I ensure I recruit effectively?Finders, Keepers, the adult social care recruitment and retention kit Case studies Questions to ask Templates to useLook out for qualifications called:Preparing for Work in the Care SectorHave you thought about a career in social care? –‘I care quiz’ – are they suitable?
  • CAPACITY QUALITY Dementia Workforce Ambition INTELLIGENCE INNOVATIONQuality
  • Common Induction Standards/Qualificationsand Credit FrameworkCIS has been revised and covers dementia awarenessThe QCF has 4 dementia qualifications: Level 2 Award Awareness of Dementia Level 2 Certificate in Dementia Care Level 3 Award Awareness of Dementia Level 3 Certificate in Dementia Care There are a total of 16 QCF units relating to dementia (8 at level 2, 8 at level 3) There is a specialist dementia pathway within the L2/L3 health and social care diplomasThese awards are all eligible for Workforce Development Fund support
  • How can I help my staff to stay safe? Work Smart, Work Safe Resources on web site  Guide for employers  Guide for staff and volunteers e.g. assessment tools, training, responses Lone worker safety guide - domiciliary care workers Assessing the risk How to protect self
  • Common CorePrinciples forSupporting People withDementiahttp://www.skillsforcare.org.uk/dementia
  • Common Core Principles for Supporting Peoplewith Dementia • Describes 8 principles relevant to every setting and provide a basis for a general understanding of Dementia • Each Principle involves a description of the context and indicative behaviours • The document includes a review questionnaire to consider how “dementia friendly” your service is • Mapped to generic national occupational standards and agreed units of learning available through the Qualifications and Credit Framework (QCF).
  • Common Core Principles for Supporting Peoplewith DementiaPrinciple 1 Know the early signs of dementia.Principle 2 Early diagnosis of dementia helps people receive information, support and treatment at the earliest possible stage.Principle 3 Communicate sensitively to support meaningful interaction.Principle 4 Promote independence and encourage activity.
  • Common Core Principles for Supporting Peoplewith DementiaPrinciple 5 Recognise the signs of distress resulting from confusion and respond by diffusing a person’s anxiety and supporting their understanding of the events they experience.Principle 6 Family members and other carers are valued, respected and supported just like those they care for and are helped to gain access to dementia care advice.Principle 7 Managers need to take responsibility to ensure members of their team are trained and well supported to meet the needs of people with dementia.Principle 8 Work as part of a multi-agency team to support the person with dementia.
  • Embedding the Common Core Principles• Use as audit tool when considering service development• Consider when designing job descriptions & profiles• Aid to recruitment• Used within appraisals and setting objectives• Structure in supervision• Framework for workforce development plan• Design learning needs analysis• Support commissioning and design of learning & development• Evaluation of learning & development• Measure outcomes for people living with dementia
  • Next steps Skills for Care and Skills for Health are working with theDepartment of Health to roll out the Common Core Principles across England Dates for the West Midlands sessions are: 18 th and 19 th April in Walsall and Coventry http://www.skillsforcare.org.uk/events/2012events/ Social_Care_Dementia_Common_CCP_workshops_2012.aspx
  • CAPACITY QUALITY Dementia Workforce Ambition INTELLIGENCE INNOVATIONInnovation
  • How can I develop my staff to deliverquality personalised care to meet theneeds of people using the service? Create organisation culture Manager to lead by example Team meetings / mentors / group discussions Common Core Principles to Support Self Care
  • How can I help my staff workbetter with carers? – Carers –everybody’s business3 parts3. Who carers are (as distinct from care workers)5. Why carers are important6. How you can support the learning and development of your workforce about carers
  • InLAWS 3 legged stool Finance Commissioning Workforce Need all 3 to maintain balance
  • transforming adult social care using integratedlocal area workforce strategies – InLAWS
  • Inlaws and dementia planning in the East MidlandsJudith Horsfall, Nottinghamshire County Council
  • Group Discussion: How do we respond to the challenge? What can we do immediately that will make a difference to people with dementia? What do we need help with and who do we need support from? What needs to be picked up at a higher level – regional or national?
  • How can you contribute to improvingthe sector? Need your feedback and involvement Participate in the Skills for Care Area Network and linked events Let us know if there are gaps, issues and good practice Take part in Accolades
  • How to find out more… Visit our website: www.skillsforcare.org.uk  Wide range of leaflets /resources  PowerPoint presentation on qualifications  FAQs covering wide area  Accredited QCF units Contact information desk – 0113 241 1275  E: info@skillsforcare.org.uk For regular updates sign up to our eNews: marketing@skillsforcare.org.uk
  • Thank you for your attentionAmanda Ashworth: amanda.ashworth@skillsforcare.org.uk Tel 01332 613934 Mob 07971 002283