1. INTEGRATED CARE – Care Certificate and Supporting Staff
@sfc_yorkhumbne

2. Context for change Integration of health and social care by 2020
Sustainable Transformation Plans
Local Workforce Action Boards
New Care Models…
Pioneers
Vanguards
Better Care sites
Integrated personal commissioning sites
Transforming Care Partnerships.. 7 in YHNE

3. What are we trying to achieve?
Person centred care
People with complex needs and their carers have better quality of life and can achieve the outcomes that are important to them and their families through greater involvement in their care, and being able to design support around their needs and circumstances.
Prevention of crises in people’s lives that lead to unplanned hospital and institutional care by keeping them well and supporting self-management as measured by tools such as ‘patient activation’ – so ensuring better value for money.
Better integration and quality of care, including better user and family experience of care.
Directing resources to address the issues of;
Capacity
To plan and deliver integrated care close to home as services increasingly move from acute to community settings
Capability
To both manage increasingly complex care needs and to better plan the health and social care workforce
Co-ordination
Reducing duplication across health and social care amd making every contact count
Culture
To better enable working across traditional professional and organisational boundaries

4. The Care Certificate is:
Start of a journey
A key component of the total induction
A step to meeting the fundamental standards set out by Care Quality Commission (Regulation 18/19)
An opportunity to get extra benefit from the Social Care Commitment, by using the ‘employee tasks’ to help your staff achieve the Care Certificate
The Care Certificate is the start of the career journey for these staff groups and is only one element of the training and education that will make them ready to practice within their specific sector.
The Care Certificate builds on these two frameworks and sets out explicitly the learning outcomes, competences and standards of behaviour that must be expected of a HCSW/ASCW in both sectors, ensuring that such a HCSW/ASCW is caring, compassionate and provides quality care. The Certificate also reflects how these behaviours are underpinned by the Chief Nursing Officer's 6Cs (care, compassion, competence, communication, courage and commitment).
The Care Certificate is a key component of the total induction which an employer must provide, legally and in order to meet the essential standards set out by the Care Quality Commission. Most notably the training and education of HCSW/ASCWs must meet regulation 18 and those responsible for its delivery must meet regulation 19 (fundamental standards)
The Care Certificate IS the shared health and social care training and education which must be completed and assessed, before new HCSW/ASCWs can practice without direct/ line of sight supervision in any setting. This may be done in a phased approach, as each HCSW/ASCW meets an individual standard their supervisor may allow them to practice without direct/ line of sight supervision against that standard. Therefore a HCSW/ASCW who has not yet successfully completed the certificate must be supervised directly and always be in the line of sight of the supervisor. Indirect/ remote supervision of the HCSW/ASCW will still be required following award of the certificate.
The Care Certificate does not replace employer induction specific to the workplace in which practice will take place, nor will it focus on the specific skills and knowledge needed for a specific setting.
Is expected by CQC for new to care workers
May be used as “standalone” competences for other staff
It is not a requirement that the Care Certificate is achieved within 12 weeks, time varies
Certificate is awarded based on competences observed and knowledge demonstrated – it therefore includes teaching / learning, knowledge assessment and practical observations in the workplace

5. Helping you to assess the Care Certificate
This tool helps to support assessors putting a new worker through the care certificate:
The standards
The assessor
Assessment of the CC
Quality assurance
Resources to support the delivery of the care certificate.
There is a series of half day Care Certificate assessment seminars – £80 + VAT per delegate

6. Care Certificate assessment workshop
If you have responsibility for assessing the Care Certificate, but aren't sure how you can do this effectively then this seminar is for you. It is designed to answer all the questions you may have about assessment, providing you with all the confidence and skills you need

7. Existing system qualifications - QCF New system qualifications
- RQF
AOs share unit bank and units make up qualifications of 3 sizes (Award, Certificate, Diploma)
AOs can name and design own qualifications of any size – no sharing of units
AOs work to QCF rules
AOs responsible for quality of qualification
Guided Learning Hours / Credit transfer /
Entry level - 8
Total Qualification Time / no credit transfer /
Sector Skills Council support / general consistency of qualifications
No SSC support necessary / possible inconsistency and wide variation of qualifications
Progression from single unit achievement, can build towards larger qualifications
Focus is on achievement of full qualifications
Key changes
Qualification Credit Framework became Regulated Qualification Framework in October 2015
Awarding Organisations (AOs) become responsible for quality of qualifications but potentially have freedom to create individual, unique, a real variety of qualifications – titles need to reflect content of qualification, size of qualification expressed in Total Qualification Time (TQT) but do not need to use terms awards, certificates or diploma (although can use them if they want to), and give the level (complexity) of qualification. Greater focus on full qualifications.

8. Shaping the quals market
Skills for Care’s approach…
Discussed with Partner Awarding Organisations (AOs) and a qualification ‘specification’ approach has been agreed to facilitate maintaining consistency of qualifications for sector
Request made to all 30 AOs to extend current quals to Dec 2017 and not make changes unless / until agreed
SfC piloting the use of ‘specifications’ for new quals in development (end 2015 / early 2016)
Prioritise most important quals and aim to develop ‘specifications’ for these during 2016/2017 (quals to follow 2017 >)
Awarding Organisations (AOs) - Cache, City & Guilds, Future Quals, HABC, Innovate, ncfe, OCR and Pearson

9. Shaping the quals market
A partnership approach…
Partner AOs have welcomed ‘specification’ approach
Several non-partner AOs have indicated support too
‘No appetite for immediate change’ as main Diplomas are successful (ie financially for AOs)
Existing qualifications to continue to end Dec 2017
Broad support from SfCD UK partners and Skills for Health for SfC approach
SfC work with employers to specify mandatory content and any other requirements (‘criteria’) – the ‘specification’
SfC makes this ‘specification’ available to AOs
AOs each design their version of the qual (with USP)
AOs each submit their qual for SfC to approve or reject against the ‘specification’ criteria
Quals carry SfC logo if they match SfC ‘specification’ criteria – SfC logo becomes important quality mark

10. Qualifications in design
Due to ‘go live’ Autumn 2016 – Spring 2017
The following qualifications ‘specifications’ have been developed :
L4 Certificate in Principles of Leadership and Management in Adult Care (October 2016)
L5 Diploma in Leadership and Management in Adult Care (January 2017)
L5 Fundamental Knowledge in Commissioning for Wellbeing (October 2016)
The Manager Induction Standards have been refreshed and will be released this summer, with supporting resources, e.g. handbooks. The MIS, L4 Certificate, L5 Diploma are fully aligned with Leadership Qualities Framework, reflect current changes, and provide a progression pathway for aspiring and new managers.

11. Considerations for SfC
Further work to be done…
Work with Skills for Health to ensure qualifications support workforce for future integrated services
Develop the system for administration of Workforce Development Funding (WDF) / recording of qualifications within NMDS-SC
Consider apprenticeships and the required qualifications within each apprenticeship
Proposed ‘shared’ level 2 Diploma for workforce across health and social care to use
Shared core competencies for L3 Diploma – one for Care, possibly several pathways for health but shared core to support integrated roles
Consultation on L2, L3 and L4 RQF Diplomas closes on August 10th
Plan is that RQF L2, L3, L4 Diploma specifications will go to AOs by Sept 2016, with a deadline to come back to Skills for Care for approval by Jan These new RQF qualifications (along with the L5 Diploma) will then be the Diploma within the four apprenticeship standards available by April 2017 for learners to be registered and start on the new apprenticeship standards. The existing ‘frameworks’ to be closed at this point (April 2017)

12. Qualifications Future frameworks and qualification developments
Social Care Capabilities Framework
End of Life Care Core Skills Education and Training Framework
Additional ‘specifications’ developed for L2, L3, L4 Diploma plus Preparing to Work in Adult Social Care, aligned to Capabilities Framework (using same language and build on knowledge and skills at each level)
Social Care Capabilities Framework – sets out clearly what social care workers know and can do at different levels. Will be mapped to Care Certificate, Apprenticeships and RQF Diploma Qualification.
EoLC Core Skills Education Framework in line with Dementia, Mental Health and Learning Disabilities Frameworks already developed or in development – EoLC is now under development – SfH in partnership with SfC commissioned by HEE. Like others learning outcomes will sit under three tiers (awareness, regular contact, those caring for those who are dying), and it will update on 2014 work (CCPs) and align to other Frameworks.
Specifications - published on website Sept 2016
New specifications for these qualifications - aligned to Capabilities Framework (using same language and build on knowledge and skills at each level) to enable a natural progression from pre-employment to the level 4 Diploma

13. Apprenticeships There are changes coming here too...
Trailblazer groups – develop ‘standards’ for certain roles in specific sectors
Social care employers trailblazer group has produced Standards at 4 levels & each has an assessment plan
Each Standard contains a requirement to achieve Care Certificate, the Diploma at relevant level, plus Maths and English
Independent End Assessment with an overall ‘grade’
Frameworks to be replaced by Apprenticeship standards.
With the backing of the Department of Health, Skills for Care has been supporting the Adult Care Trailblazer Group for the last two years and has helped them create four new Apprenticeship standards which will be ready to launch this autumn and beyond. The group, which is made up of a mixture of adult care providers from the private and public sector, and is chaired by Helen Wilcox who runs a domiciliary care company and is also Vice-Chair of the Skills for Care Board. The group includes employer representatives from the public and private sectors, large and small employers across all areas of our workforce including domiciliary, residential, outreach and mental health.
■Adult Care Worker (level 2)
■Lead Adult Care Worker (level 3)
■Lead Practitioner in Adult Care (level 4)
■Leader in Adult Care (level 5) - this incorporates both managers and advanced practitioners.

14. Programme to last at least 12 months
Independent end assessment to ensure robust national standard, with overall grade given on achievement

15. Apprenticeships Timescales …
Assessment strategy sign off for each level
External quality assurance of end-point test sign off
Independent end-point assessors to be registered
AOs prepare for and offer the 4 ‘standards’
Assessment Centres gain validation and prepare to deliver ‘standards’
Existing frameworks turned off to new registrations
Learners start to register on new ‘standards’
L2, L3, L4 and L5 assessments now agreed. Funding band for L4 and L5 currently being appealed. Funding band 4 allocated to L2 and L3 in social care (£3000|.
DfE have yet to agree the proposed external quality assurance of the end point assessment. However it is now possible to register with SFA as an end point assessor for level 2 and 3.
Looks likely that ‘standards’ will be properly launched by April 2017 – to coincide with RQF Diploma readiness, to give time for independent end point assessor registration and effective end point assessment process, plus preparation of AOs and Learning Providers.

16. Apprenticeships… Funding proposals for all 4 levels in social care…
Co-investment - one tenth paid in cash from employer, nine tenths from Skills Funding Agency
Incentives for small employers (less than 50 FTE employees), for 16 – 18 year olds, and on completion of ‘standard’
Targets for public sector employers (with more than 250 employees) – 2.3% of staff to be apprentices
A 0.5% ‘levy’ taken at source by HMRC for large employers with a payroll of more than £3 million
Consultation on funding ‘proposals’ completed on Sept 5th – decision made re funding October 2016.
Actual price can be negotiated with Learning Provider, 1 : 9 model, based around a minimum and maximum range for each of 15 funding bands.
Funding band 4 for all 4 levels (appealing underway for level 4 and 5) Level 2 and 3 maximum of £3000
Funding bands from £ £27,000 each standard fitted into a band.
Fixed incentive payment per funding band
Levy expected from 2% of employers (apps starting from 2017 / 18 financial year. Levy goes into each employer’s
Digital Apprenticeship Service (DAS) account, on monthly basis via PAYE and employer has 18 months to ‘spend’ levy on English based employees apprenticeships
Incentive - Small employers (less than 50 fte staff) will pay no fee for 16 – 18 year olds (or for care leavers and those with educational/health plans in place).  Plus all employers (irrespective of size) who take on a 16 – 18 year old (or care leaver and those with educational/health plans in place) will receive £1000 towards the cost of apprenticeship, plus Learning Providers will receive an additional £1000 of funding from the SFA to support additional costs younger apprentices
There will be additional funds of £471 for the Learning Provider for each functional skill delivered (Maths, English)
Learning Providers will also receive additional funds for learners with special educational needs, e.g. dyslexia
If learners have already achieved a higher level qualification or previous apprenticeship, but the apprenticeship that they now want to undertake is substantially different from previous qualification, then they can get funding for this
Companies can pool their levy but the £15k allowance will only count once
Eventually from April 2018 all employers will use DAS
Companies can use levy on supply chain from 2018 up to 10%
2.3% for public sector – subject to passing of Enterprise Bill

17. Levy example An employer with pay bill of £2,000,000
Levy sum – 0.5% of 2,000,000 = £10,000
No levy to pay (is less than £15,000 employer allowance)
An employer with pay bill of £5,000,000
Levy sum – 0.5% of £5,000,000 = £25,000
£10,000 to pay (difference from £15,000 allowance)
Levy Introduced from May 1st 2017

18. On-going Learning and Development Guide
How effective learning and development can
lead to a knowledgeable and skilled workforce
A list of the recommended minimum learning and development areas in which adult care workers should be competent
When and how learning should be refreshed
Statutory requirements regarding worker
training and competence
How to support both care and non-care workers’ learning and development.

19. Management Resource People Performance Management Toolkit
Skills for Care had produced the toolkit in partnership with NHS employers to support managers in social care and health with responsibility for people performance management
The toolkit aims to encourage and enable better performance management practices at all levels of health and social care, particularly among managers of people who deliver care at the frontline
The toolkit is for anyone with line management responsibility. It is intended for all organisations in social care and health regardless of size, and whether it is commercial, voluntary sector, local authority or NHS

20. Excellent resource, accessed at: https://www. nsasocialcare. co
People performance management matters and how well you do it has a huge impact on the quality of care that people who use services receive.
We have produced a new toolkit in partnership with NHS employers to support managers in social care and health with their responsibilities for people performance management.
The toolkit aims to encourage and enable better performance management practices at all levels of health and social care, particularly among managers of people who deliver care at the frontline
The toolkit is split into seven sections:
people performance management
where should I start
reviewing employee performance
managing different types of performance
conversations about performance
scenarios
help in a hurry
The practical scenarios demonstrate how applying a range of skills and behaviours can help to develop and maintain a motivated and successful team.
The toolkit does not replace organisational policies and procedures where they exist and should be treated as an additional resource.

21. Any Questions

22. How to find out more
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23. Locality Managers - Yorkshire and the Humber and the North East
Bradford and Calderdale
Rachael Ross (part-time) T:
North Lincs & North East Lincs
Fiona Macmillan (part time) T:
City of York and North Yorkshire
Angela Thompson T:
Durham, Gateshead, Hull and East Riding
of Yorkshire
Peter Northrop T:
Kirklees, Leeds and Wakefield
Jeanette Cookson T:
South Yorkshire
Zoe Thomas T:
South Tyneside, North Tyneside, Newcastle, Sunderland and Northumberland.
Wendy Adams T
Tees Valley
Karen Winspear T:

24. For more information visit:
@sfc_yorkhumbne
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