Practical Guide to workforce development Hope is not a strategy, although I wish it was Open up with a good fact and a story 1

PBS Network values Focusing on relationships and skills development Utilising person-centred approaches Promoting positive ‘behavioural’ changes in services & organisations which support people with a LD & CB.

The Numbers

Aims Recruitment Retention What staff tell us – the CTS research programme Leadership of a strategy Social Media Values & Culture

Good question, one that I am asking myself right now!!!!! Why me? Good question, one that I am asking myself right now!!!!!

Statistics of recruitment – are we the only ones with a problem? Candidates of today Safer recruitment Geographical differences Developing a service with retention problems – less than 5% loss??

Recruitment & Retention Of the 9 geographical areas across England, the south west comes in 4th worst 27% staff turnover is the average In the sector Nearly half of new staff leave within 1 year Is Pay really a problem? Why cant we keep staff does staff retention really improve our services? Cost of constant recruitment

The best form of recruitment, is retention Easier said than done

The facts – Research data Induction numbers – R&R over the period Cost of recruitment Training / repeat training Stability Staff burn out - sickness CTS goals – achievable????????

Leadership of a strategy How we changed our strategy

Be willing to receive feedback and be accepting that we can improve Feedback- surveys Be willing to receive feedback and be accepting that we can improve

Why do staff leave? WHY?? What do we do about it? Work life balance Not feeling valued Career opportunities Pay What happens is not an accident Improve recruitment strategy & output CTS Focus Group – Have your say Career notice board Monthly pay reviews Understand the situation better, plan for the HR of tomorrow, not just today.

Recognition programme

The basics, from day 1 Advert & Phone call Interview panel and questions Meet and greet Induction – the learning gap Shadow shifts Mentor / buddy system

Service user questions Have you worked in care before? Are you good at life skills Are you caring I like a lot of banter, do you like banter Why do you want this job? Are you flexible with the times of support you can give Are you reliable Do you like sports of comedy and would you watch them with me? Tell me a joke? Would you let me play football at 8 pm? If you were the prime minster, what would you do first?

Social media Website Facebook Twitter Recruitment sites Awards Reviews – its how we assess & purchase things

Review top tips – brand awareness 75% of business don’t currently reply to job site reviews 90 % of staff work for companies that are transparent 65% staff say their perception of a company is improved by company based review response 1. be professional, factual and research your point 2. acknowledge, thank you 3. address specific issues, don’t shy away from accountability 4. utilise reviews to fix problems

Values & culture Values with no meaning, have no value Why, how & What – Simon Sinek Tony Hsieh culture strategy Staff focus group U.S.P The Values test Values with no meaning, have no value

What have we learnt Good selection of staff = improved retention, but that’s just the first step Staff will stay with an organisation if they feel valued and if there is a higher purpose, the WHY scenario, even if there is more money out there Recognition programmes work – it pays for itself We must learn how to analyse the data better & respond accordingly

plan for the Recruitment and retention of tomorrow, not just today Build the foundations

Useful links Simon Sinek – Author of start with WHY Tony Hsieh – author of Delivering Happiness: a path to profits, passion & purpose Community Therapeutic Services website Skills for care www.Deckchair.co.uk

Questions?