Ross Bell – Reflections on a CDC Workforce

Transcript

1. Reflections on a CDC Workforce Learnings and hindsight from UK Care CEOs
2. 3 Common Themes ‘Right at the start’ Engagement Self- reliance & localisation
3. Attraction ‘Right at the start’ •  Invested in staff development (75%) •  Offered flexible working patterns (74%) •  Paid the National Living Wage, or higher(61%) •  Challenging the perception that social care is low paid work •  Worked to develop and promote the organisation’s culture (55%) •  Used a values based approach to recruitment (47%). •  Had dedicated employee referral process (50%)
4. Selection ‘Right at the start’ 1 Most important 2 3 Least important Qualifica:ons 7% 20% 73% Prior work experience 7% 70% 24% Values & behaviours 86% 11% 3% Ranking of potential recruitment considerations
5. Selection ‘Right at the start’ •  Offered work experience, candidate visits or 'taster shifts' (45%) •  Included care recipient / stakeholders where possible in the recruitment (45%) •  Included pre-interview assessments (41%) •  Offered pre-employment training (25%) •  Told the care worker story as part of application process(20%) Digging deeper
6. 3 Common Themes ‘Right at the start’ Engagement Self- reliance & localisation
7. Have tried this – It had a posi<ve impact on staff reten<on Have tried this – It had li@le to no impact on staff reten<on Haven’t done this Invested in learning and development 94% 1% 4% Embedded the values of your organisa:on 92% 5% 5% Celebrated your/their achievements 86% 4% 10% Involved all colleagues in decision making 81% 8% 11% Paid staff above the minimum local rates 78% 10% 12% Given staff addi:onal responsibili:es 72% 14% 14% Reviewed your workplace culture 66% 10% 23% Engagement Activities that potentially impact upon staff retention
8. 3 Common Themes ‘Right at the start’ Engagement Self- reliance & localisation
9. What questions do you think you could be asking yourself