Agenda item

To receive the Adult Social Care Workforce Strategy Update.

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Russell Gabbini, Strategic Transformation HR Partner (Adults) and Vicky Scotford, Principal Social Worker (Adults) presented an update on the Adult Social Care Workforce Strategy, which covered the Adult Social Care workforce directly employed by the Council.

During the discussion of this item, the following points were made:

·       Workforce was an issue nationally.  With regards to the Council there were not enough Occupational Therapists and Social Workers to cope with the increasing demand.

·       The Adult Social Care Workforce Strategy had been launched in 2022 and set out a 4 year framework for the adult social care workforce for Wokingham.  It had been developed following engagement with staff and one of its aims was to increase stability in the sector.

·       The three main themes were recruitment and retention; workforce development; and wellbeing.

·       Action taken with regards to recruitment and retention were outlined. 

Ø  Review and revamping of the induction process for WBC ASC staff. 

Ø  A pilot programme of ‘stay interviews’ had been introduced to identify any issues at any early stage.  Feedback had been largely positive.

Ø  The non-financial reward package had been reviewed and incorporated into the recruitment packs for all WBC applicants. 

Ø  In addition, corporately, the Council had invested in ‘AdWarrior’ Jobs board.  Adult Social Care and Children’s Services had negotiated a joint package for unlimited advertising on the ‘Community Care’ jobs board.  This had greatly increased the number of applications and increased the number of successful appointments for ASC roles.

Ø  The HR resourcing team had undertaken a salary review of Registered Social Work and Occupational Therapy roles to remain competitive in the local job market.

Ø  Implemented a pay progression route/criteria for non-registered staff in ASC to improve retention and career progression opportunities.

·      With regards to workforce development, Vicky Scotford highlighted that since the Strategy had been introduced Social Work Apprenticeships had been used successfully. 5 had completed and qualified and of these 4 had been retained.  6 were currently undertaking the apprenticeship.  3 were currently undertaking the Occupational Therapy Apprenticeships. 

·       With regards to the Assessed Supported Year in Employment (ASYE) for newly qualified Social Workers, since 2021, 10 had completed, 9 of whom had been retained. 7 were currently undertaking.

·       Skills for Care had undertaken a skills audit for the ASYE programme.  Feedback had been positive.

·       Values and behaviours training had been commissioned via CLASP and promoted across teams.

·      With regards to wellbeing the Council had hosted and facilitated an event for national Mental Health Awareness Day with external speakers and various workshops.

·      Wellbeing resources available to staff were promoted in conjunction with Public Health.

·      A regular analysis of sickness and absence reasons was carried out to identify trends and identify potential solutions.

·       Members were informed of the Local Government Association Health Check Survey.  Vicky Scotford advised that the survey sought views with regards to the 8 Employee Standards.  80 responses had been received this year from staff in frontline teams, the highest ever received.  The overall mean score for all employer standards compared with other participating organisations was 3rd regionally and 18th nationally.

·       Members were informed of planned future activity:

·       In response to a Member question, Russell Gabbini referred to the flexible working policy, which allowed more flexible working so long as the service needs were met.

·       A Member questioned whether an analysis had been carried out, and any themes identified, as to why anyone would choose to work for a neighbouring council instead of Wokingham.  Russell Gabbini indicated that benchmarking work had been carried out around salary.  He believed that the Council was broadly comparable in what it offered in terms of non-financial benefits but agreed to look into this further.

·       In response to a question around childcare responsibilities, Vicky Scotford commented that whilst there was a financial element, the surveys and stay interviews helped to identify what was important to staff and assist with retention.

·       A Member asked about turnover rates and was informed that within the Council it had largely stabilised and was starting to decrease.  It was currently 14% in Adult Social Care staff.  Turnover rates were higher in the wider social care market was higher.

·       Turnover, vacancy rates and sickness rates were under constant review.  There were leads for each of the workstreams within the Strategy.

·       Members were pleased to note the level of retention of apprentices, and questioned whether it was possible to tie them to the Council.  Russell Gabbini indicated that the apprenticeships were funded by the Apprenticeship Levy.  If funded via this route people could not be required to stay.  A Member questioned whether there was a different access route for people who did not have degrees in social work.  Vicky Scotford indicated that those who had undertaken the Social Work Apprenticeship so far had been in Social Care Practitioner roles, which was open to those with functional Level 2 English and Maths.  If people did not have functional Level 2 English and Maths, they could be signposted to gain them.  Practice learning groups were held every 6 weeks to help provide support.

·       Alice Kunjappy-Clifton asked whether a robust whistleblowing policy was in place as that could assist in retention.  Russell Gabbini commented that there was.  All of the HR policies were currently under review and would be taken to the Unions and Personnel Board for comment.

·       A Member questioned what the three most common issues raised during the Stay interviews were and was informed that pay and career progression were key themes, and work was being undertaken to address these issues.  Vicky Scotford added that sufficient supervision and support was also valued.

·       In response to a Member question as to whether a corporate creche had been considered, Russell Gabbini indicated that when the Strategy had been developed, focus groups had been held with staff, and this had not been raised as part of this process or in stay interviews.

RESOLVED:  That Russell Gabbini and Vicky Scotford be thanked for their presentation and the update on the Adult Social Care Workforce Strategy be noted.