Engage Strathclyde Retention in the Voluntary Sector Victoria Knox

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Presentation transcript:

Engage Strathclyde Retention in the Voluntary Sector Victoria Knox 2nd May 2018

Background Perceived challenges in Social Care Benchmarking report – ranges to 35% HRVSF agreed to conduct a dedicated piece of work Anecdotal information Retention pilot – Jan 2017 Delegates to fill in attendance sheet. Hand out the Manual Handling Manuals.

Scottish Government Report Launched – September 2016 Key issues highlighted: 79% have experienced difficulty, either regularly or occasionally, in retaining care or support workers Competition from other sectors Antisocial hours Workload Registration / qualification Careers Pay & conditions Management & leadership Training & development

Project Scope April 2017 – March 2018 Common approach Benchmarking Track reasons Track movements Develop processes Analysis of information Consideration of retention strategies Consider longitudinal study Delegates to fill in attendance sheet. Hand out the Manual Handling Manuals.

Benefits Use as a best practice example Collaborative working Consistency across the sector Improved reporting to Board/Mgt Teams Use of data as a sector Generation of accurate data as opposed to anecdotal data Delegates to fill in attendance sheet. Hand out the Manual Handling Manuals.

Participants & Partners 11 voluntary sector organisations With total workforce of approx. 7,500 CCPS Strathclyde University Delegates to fill in attendance sheet. Hand out the Manual Handling Manuals.

What we did Agreed meeting schedule Standardised exit interview template Mapped to Scottish Government report Secured budget Engaged with Strathclyde Standardised reporting format for Strathclyde Shared good practice Supported each other to develop systems and processes Conducted a 6 month review Agreed to include relief/sessional staff Delegates to fill in attendance sheet. Hand out the Manual Handling Manuals.

6 month review Findings Improved response rates Driven by HR High % staff moving out of the sector Trends in some organisations re length of service Challenges with shift work Recruitment does not match the job Delegates to fill in attendance sheet. Hand out the Manual Handling Manuals.

Current Position Pilot concluded on 31st March Deadline to submit to Strathclyde is 16th May Analysis will be carried out Output will be available around August Next steps will be agreed

Initial Findings Improved return rate 3+ years is highest % High % would recommend employer & enjoyed the role Mixed responses as to where staff were going High levels of satisfaction with management Excellent/good view of induction/training Reasons for leaving very mixed, workload high % Enjoyed work with SU’s and teams Local issues

Initial Findings People leaving to go back into a structure environment – residential as opposed to working in community/needing to structure of fixed shifts or Mon – Fri working – rather than autonomous working Some people going to University People leaving for more money Some for relocation/retirement Others that were a joint decision or organisational decision

Thank You To all participant organisations for their commitment to the pilot Thank you to CCPS, Ian Cunningham & Dora Scholarios for their ongoing support Ashley Brown – host @ Enable

Questions ?