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Dear colleague, The Care Act Workforce Readiness toolYour results: Identify new activities, jobs and rolesBy analysing your answers, we have given you a 'star rating' in the areas stated below. These stars indicate your current degree of preparedness or understanding in each various area of workforce planning and development. It will guide you in making decisions and plans about which areas may need improvement as well as acknowledging where you are doing well! These stars are to be used as a guide only. Here are your unique results, based on your answers.
Understanding of current workforce
You have a good understanding of your current workforces' activities. It is important to not only understand this but also have a clear idea of the outcomes of these activities. Use the Workforce outcomes model (pg 3 onwards) to understand the difference between an outcome and an input and how to measure whether your workforce interventions are really making a difference to the individual using the service or whether they could be changed and enhanced to improve these outcomes. Identifying new tasks
It may help you to look at the Assisted living technology learning and development framework to see where skilling your staff in this area can help to change roles and outcomes for people who need care and support. Understanding required changes to job roles
As you redesign your systems and roles, consider the way in which person centred information can be used to shape this process. See Working together for change: using person-centred information for commissioning for guidance. Understanding of specific changes to the tasks undertaken by staff
As you undertake this work, it may be that you find existing workers have to change their role. For example, will many more people have to be skilled to provide advice, information and guidance? Perhaps this will be those in 'back room' roles or those in different care environments? Use the Advice and information needs in adult social care report to identify the 'pinch points' where councils and other organisations need to improve the information and advice on offer to people and families to help you identify who may be in the right role to do this. Use the Skill Selector to plan how you can design a learning programme to meet these needs. Leadership and management
To further equip your managers, you may wish to use the Care Act learning and development programme to enhance their knowledge of the Care Act. You may also wish to share with them Building Community Capacity to challenge them to use and support all available community resources to enable best outcomes. Understanding of the Care Act’s implications for your workforce
We suggest that you supplement your understanding by using the Customer Journey Map. This will help you map where the Act may have impact on roles and tasks from a user's perspective. It can help you to examine the routes that people with different care and support needs may take through the Care Act. Knowledge of present workforce outcomes
You need to understand more about your present workforce outcomes. Please see the Workforce outcomes measurement model for an explanation of this concept. Thank you for using Skills for Care's Care Act Workforce Readiness Tool. We hope that you find the above resources helpful. Now that you have read your report, you may feel that you may benefit from contact and advice from your local Skills for Care Area Officer. Click here to see who this is and to get their contact details. Remember, that there are five other sections of the Workforce Readiness Tool to explore, each probing a different area of your preparedness. Please click here to go back to the tool to undertake another section. Good luck with your planning. Best regards  |
