1. Workforce Benchmarking
HR Voluntary Sector Forum

2. 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 from Housing Support category

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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.

9. 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.

10. 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’.