1. Housing with Care and Support.

2. Overview Sitra’s research Skills for Care-further investigation
As a result….
Standards
Qualifications/Apprenticeships
Examples of role profiles
Group discussion

3. Sitra’s findings
Skills for Care commissioned Sitra to undertake research into the workforce needs of new, emerging and changing job roles that have a housing and social care overlap.
This research surveyed over 100 organisations within extra care housing, along with 13 interviews with strategic thinkers across the housing sector during the summer of 2014.
Research can be viewed at;
Diane has gone through this-so just quick re-iteration

4. Sitra’s findings continued
Areas that have emerged and created new roles include those focused on:
Health and wellbeing
Welfare and benefits advice
Independent living
Activity co-ordination
Reablement/rehabilitation
Skills and knowledge needed for ‘cross over’ roles are wide and diverse
Under utilisation of Health and Social Care apprenticeships
Re-iteration as Diane has covered this, but draw attention to last 2 as this is what has led us to doing the promotion work in these workshops and developing the role profiles.
An acknowledgement that guided support to identify appropriate skills and knowledge to match roles
in a comprehensive way – there is work to be done to understand how this situation could be improved.

5. Further investigation
Skills for Care telephone interviews and discussions
Awareness and recognition
3 functions
Roles evolving (not necessarily emerging)
Job titles
Learning and development
Apprenticeships
Opportunities
So we wanted to build on what Sitra had learnt as this raised questions around what was required. Was this about the apprenticeships in ASC not being fit for purpose or was there a lack of awareness of them and an understanding of how they could support housing roles?
Then we called a number to test this out further. Conversations were three fold
One about roles and the overlap (if any) two about how those roles are supported in terms of L and D, establish the use of Apprenticeships
We found out
That when we asked employers about roles that delivered housing support and care, there was limited response. There was also a low recognition that many activities covered in housing support were being delivered within social care and were recognised tasks of a care worker. The word ‘support’ is where the real overlap is. Many housing support tasks are support tasks within sc. E.g support with life skills e.g finance, cooking, accessing services. The task that many housing officers do supporting tenancies may still be a role that is definitive within care/support packages. The difference emerged when we discussed activities around housing management functions like managing voids, allocations, facilities/buildings management etc. This is where the role became distinct to housing.
Particularly where support included things like support around life skills, gaining employment, accessing services etc, so therefore the L and D needs could be met by the HSC qualf/apprenticeships
Common example- Core housing work that included managing rent/voids/facilities was usually managed at management/co-ordinator level. Support delivered and ‘care’ outsourced (to dom care provider)
In another example within ech ‘care’ and housing’ side each had two individual managers (for reporting and meeting standards and both of those managers co-managed a team of support workers that provided care and support
In another example where tenancies were managed by family members (staff delivered care and support)
Role emerging- as we started to discuss the functions of these roles, it became apparent that many were evolving to meet the needs of their service users. In one example the role of activities co-ordinator was being developed and in another organisation they talked about joining up their service with other services in the community.
Job titles-multitude of JT all very similar roles most tasks could be supported by some units within the HSC diplomas. Range of L and D, from in house programmes to qualifications to work shadowing. Often in-house learning was lead by expert within organisation. Some use of Apprenticeships (Housing). Lack of awareness of how our Apps and diplomas could support these roles and provide CPD opportunities for those roles were or could evolve. In one particular example where housing apps were used we talked about skills gaps following development. The employer noted that additional dementia training was required and in the future they may consider the dementia award.
Other emerging roles- The co-ordination role and navigation type roles are popping up across Health and community services, in different settings too.
Co-ordination role-Usually specific to an are of focus (still a support role) but in a specific area for example activities co-ordinator, hell and well being co-ordinator.
Navigator- Operates at a higher level and is an expert in partnership working. This role facilitates the access to services and supports the service user to navigate through their local community gaining access to services that will enhance the service users life and support their outcomes. For example a service user may want to be fit and healthy. It is the navigators role to support service users access community networks and opportunities that will support the su’s outcome. This may include local gyms, walking groups, education/training (around active lifestyles), dance classes, Well being programmes, smoking cessation programmes, health checks etc.
Reablement- This is a role that operates to support someone following hospital discharge following illness or injury to support them with skills to live independently. Some home care providers are delivering this now. May also be in a hospital discharge team.
Living well advisors-similar to health and well being workers
Supercare workers-in health
Apprenticeships- some using them others were not aware of content or how they would apply to roles and allow someone to progress housing apprenticeships used in some cases with top up learning in specific areas.
Opportunities-where ‘care’ is being outsourced
Navigation roles may really support extra care housing schemes
Potential to bring together care support and reablement?potential to add ‘health tasks??

6. Standards Care Certificate
Skills and knowledge to provide quality care
Part of overall employer induction
Basis for further development and career progression
CQC requirements
Social Care Commitment
The sectors promise to provide people who need care and support with high quality services
7 statements with associated tasks
Care cert-agreed set of standards that define minimum expectations of what care should look like across health and social care. Replaces and improves on the (SC) cis and healths NMTS.
Links to competences (NOS) and units in the quals
CQC regulation 18 the person employed by a service provider in the provision of a regulated activity must-receive appropriate training, prof dev, superv, appraisal, as is necessary to enable them to carry out the duties they are employed to perform.providers must ensure they have an induction programme that prepares staff for their role. It is expected that providers that employ HCA and SCSW should follow the CC standards to make sure new staff are supported, skilled and assessed as competent to carry out their roles.
Reg 19 states providers should have systems to assess competence before the worker is unsupervised in the role. It is expected that providers employing HCW and SCSW should follow the CC standards to assess their competence.
Scc
DH initiative Developed by the sector.
7 statements with associated tasks that address the minimum standards required when working in care.
Employers and employees can sign up.

7. Qualifications/Apprenticeships
Knowledge and competence
Range of qualifications
Diplomas
Apprenticeships
Units within the diploma/apprenticeships
Skills selector
All qualifications are made up of small bite sized units. These units may be a knowledge unit (what the worker will know) or a competence unit (what they will be able to do)
Knowledge quals can be completed without demonstrating competence and can be achieved if learners are not working in the sector (for housing you may recognise your client group may be changing and want workers to undertake some knowledge units)
We have a wide range of qualifications from small to full sized diplomas all at different levels aimed at learners at different stages of their career. We have entry level qual called preparing to work in asc (aimed at pre-employment) and covers employability skills. (5 mandatory units)
We have a level 1 cert as well
Cpd Small quals- e.g level 2/3 award in activity provision, l2/3 award and cert in dementia/LD. We have small cpd quals in assisting and moving, autism, diabetes, end of life, food safety and nutrition, mental capacity act, seated physical activity and stroke
The main qualifications that demonstrate occupational competence Diplomas- core quals that demonstrate competence. Level 2,3,4 and 5
Level 2 aimed at front line staff
Level 3 supervisor team leader or responsibility of lead role e.g end of life care (at level 2 AND 3 YOU CAN TAKE A GENERIC PATHWAY OR OR SPECIALIST DEMENTIA OR LD
Level 4 assistant social care worker, assistant practitioner type of role, brokerage workers, reablement assistants
Level 5-Manager, lead practitioner
Apprenticeships- 3 levels all include diploma as main component.
Diploma made up of mandatory and optional units can be tailored
Skills selector- interactive tool for building ASC quals that are right for your organisational goals/aspirations/needs and can be tailored to ensure the learner has necessary skills and knowledge to meets service user needs

8. Group discussion Thinking now about your service/organisation
Consider your roles- What might you need to plan for or need to change?
Thinking about your ‘housing support’ services
What are the opportunities for you?
What does this mean for you?
Look at the role profiles are these roles you could plan for?
What would that mean for you?