Workforce Benchmarking HR Voluntary Sector Forum

How it started – Forum member met and agreed to share information History How it started – Forum member met and agreed to share information 10 Years ago talked about Benchmarking Survey 5 Years ago engaged external Provider – integrity and anonymity of members Grown year on year 35 employers last year - 18 from Housing Support category

Workforce Benchmarking Survey Expand to include Independent Sector Providers The survey details are owned by the participants Survey is administered by Strathclyde University Produce an Executive summary which allows CCPS and Scottish Care to share areas of joint interest for National influencing

Workforce Benchmarking Survey Section 1 – General The year on which the date supplied was based upon Annual turnover (in £’s) of the respondents Annual pay bill Percent of turnover spent on pay The local authority areas in which organisations worked or provided services and whether these are rual or urban or mixed Services Provided Type of Organisation Employee numbers including male/female breakdown and part-time v’s full-time Information on sessional workers, agency and volunteers Standard full-time weekly working hours Types of employment contract used Section 2 – Workforce Workforce roles Outsourcing activity Shared services and impact Salary Review Cost of Living and impact Recognition of Trade Unions Redundancies

Workforce Benchmarking Survey Section 3 – HR Metrics Absence rates Breakdown of short and long term absences Absences for particular health reasons The most common reasons for absence Counselling Services Occupational Health Services Turnover Leavers Recruitment including problems recruiting staff Length of service and age range of staff Staff engagement Section 4 – pay and Benchmarking Information Hourly rates different levels of staffing Changes to Terms and Conditions of Employment Different allowances Sleepover, on-call, overtime, enhancements for waking nights and working on a public holiday Car allowances and mileage rates Pensions , holidays, sick pay, accidents at work, probationary periods and additional benefits Employee Relations issues (discipline, grievance, employment tribunal) Complaints related to staff

Workforce Benchmarking Survey  Section 5 – Training Registration readiness and impact Induction Qualification requirements and impact Annual training budgets Mandatory training Workplace assessors and verifiers Section 6 – Equality Equality Schemes Equal Pay Audits Equality training

Workforce Demographics 2015 Survey covered 25,000 employees 25% Males (16% full-time /9% part-time) 75% Females (35% full-time/40% part-time) Age range varied

Registration, Readiness and Impact 2015 Staff Currently Registered 25 organisations responded Where registration is a requirement now Average was 60% of staff have achieved Average of 36% who have partially achieved (registered with conditions) Low amount with staff not registered (could be new staff given some high turnover levels) Good levels of confidence in providers about getting staff to register.

Registration, Readiness and Impact 2015 All providers confirmed that they have conditions written into employment contract for staff, important as if staff are not registered they cannot practice. All providers need to also outline what happens if registration lapses not renewed also having processes to deal with situations. 5 providers actually pay for staff to register whilst the majority of providers see this as employee’s responsibility (personal professional registration) 21 out of 33 providers confirmed that they will or do require staff to register in 2 or more categories on the SSSC register. Important aspect for staff deployment and flexibility of professional staff.

Registration, Readiness and Impact 2015 Qualifications for Registration Varied considerably between the organisations - 30% to 100% 54% Front line on average are already qualified 66% of Supervisors on average are already qualified 73% of Managers on average are already qualified All organisations pay for the qualifications not just in terms of finance but give some supported time which also impacts on service delivery/working time Qualification Providers 5 Organisations supply this internally 12 source qualifications externally Other do a mix depending on sources of funding available Overall 17 of 29 cited a positive impact on practice from qualified workers, while another 11 reported a partial improvement. Organisations were, on the whole, confident that staff not registered would gain qualifications – of the 30 respondents to this question, 11 were ‘very confident’ and 17 were ‘confident’ compared to just 1 ‘not confident’ and 1 ‘problematic’.