1. Housing with Care and Support
Solutions to our shared challenge
So far focussed on some of the specific challenges and resources for the housing with care and support sector. Now we’ll look at some of the wider generic resources that may be of use to you, your colleagues and networks.

2. Drivers for Change in the Adult Social Care System in England
Demographic pressure
Unprecedented financial challenges
Raising expectations
Technological Change
Systems failure eg: Southern Cross, Mid Staffs Hospital and Winterbourne View
A drive to integrate services

3. Our response focuses on four key areas
Setting the standards for quality care
Finding and keeping the right staff
Understanding the bigger picture
Looking ahead

4. Setting the standards for quality care
Care Certificate
Manager Induction Standards
Vocational Qualifications
Skills Selector
Workforce Development Fund
Learning and Development Framework – Care Act
Specific resources around dignity, Mental Capacity Act and
Dementia among others
Care Improvement Works

5. Care Certificate
Following the Francis Inquiry and Cavendish Review induction training for social care and health care staff has changed
Common Induction Standards have been replaced by Care Certificate (since April 2015)
15 Standards to be completed
Observed and assessed in the workplace
Full range of resources available to support employers –
Social Care has never been so high profile and not always for the right reasons
This has led to a focus on driving up the quality and consistency of care right across health and social care
Tougher more robust inspections focusing on the person in receipt of care and support.
Open-ness and transparency are key with the aim of improving the public’s confidence in health and social care.
This has led to the development of the Care Certificate which is the new induction for workers not only in social care but health too.

6. Care Certificate Standards
1 Understand your role
9 Awareness of Mental Health, Dementia and Learning disability
2 Your personal development
10 Safeguarding adults
3 Duty of care
11 Safeguarding children
4 Equality and diversity
12 Basic life support
5 Work in a person centred way
13 Health and safety
6 Communication
14 Handling information
7 Privacy and dignity
15 Infection prevention and control
8 Fluids and nutrition
Replaces CIS and National Training Standards in April 15 for all new H & Soc care staff in first few weeks (guidance is 12 weeks)
Much more emphasis on competence
We are going to look at this in much more detail in the information sessions

7. Workforce Development Fund
a retrospective funding stream from the Department of Health distributed by Skills for Care
a finite pot of money which focuses on the achievement of qualification units and supports the ongoing professional development of staff across the adult social care sector within England
Possible solution for funding is WDF
Employers can use the WDF to make a significant contribution towards the costs of workers' completing health and social care qualifications and units, as well as university qualifications included in the Higher Apprenticeship in Care Leadership and Management. It can also be used to help fund the delivery of intermediate and advanced level Apprenticeships in social care.
To be eligible for WDF funding you must:
join an employer led partnership (if applicable)
comply with National Minimum Data Set for Social Care (NMDS-SC) requirements
have employees who are completing eligible qualification units

8. WDF for Individual Employers and their workforce
Applications directly to Skills for Care
Funding will cover full cost of training and includes ‘replacement wage’ while PA is training
Once application is approved, funds are paid upfront
Funding can be for any relevant training the IE identifies, not just QCF units
Registration and completion of NMDS-SC is not necessary for this fund
Fund has been widened to support those receiving a Personal Health Budget
Skills for Care has recently announced a pilot project to disburse funding, on behalf of NHS England, to PHB holders for training for themselves and their personal assistants (PAs). The funding can be accessed by PHB holders who employ PAs and can also be used to pay for associated costs like travel and backfill.

9. Workforce Development Innovation Fund
special funding stream within the Workforce Development Fund 
fund projects that are innovative in their approach to influencing workforce development in the longer term
People’s care and support needs change and the adult social care workforce in England has to adapt to meet the challenges that these changes can present.
The Workforce Development Innovation Fund (WDIF) is a special funding stream within the Workforce Development Fund (WDF). It aims to fund projects that are innovative in their approach to influencing workforce development in the longer term. It has a similar focus to WDF - on supporting ongoing professional development of staff through vocational qualifications by increasing skills and competence.
Applications for WDIF have now closed.

10. Care Improvement Works
Care Improvement Works – recently launched
It is an initiative between Skills for Care and SCIE
It’s a site which puts all the guides / resources and tools in one place – all are mapped to CQCs key lines of enquiry (KLOE’s)

12. Dementia
Dementia Core Skills Education and Training Framework – launched October 29th
Prime Ministers Challenge on Dementia 2020 is the requirement for an informed and effective workforce for people living with dementia (so all health and social care staff have the necessary skills to provide best quality care in the roles and settings where they work
The new framework will enable organisations to:
Standardise the interpretation of dementia education and training
Guide the focus of dementia training delivery through key learning outcomes
Ensure the educational relevance of dementia training
Improve the quality and consistency of dementia training
Framework is designed to underpin the implementation of the Prime Minister’s Challenge on Dementia 2020 and the Health Education England’s mandate with its strengthened focus on Mental Health
Framework commissioned and funded by DH with Health Education England, Skills for Health and Skills for Care working in partnership and in collaboration with other key stakeholders and experts in Dementia care
Framework is structured in 3 tiers and aims that education and training should be developed to suit the local context and setting.
It is important to note that the framework encompasses the care certificate, CCPs dementia and the QCF dementia qualifications. Therefore in social care it builds upon what is there already in social care.
Finally it should be noted that this is not a mandatory framework, it is very much the decision of social care providers about how and where this is implemented.

13. Finding and keeping the right staff
Recruitment and retention toolkit
Value based recruitment tool
Culture Toolkit
Social Care Commitment
Apprenticeships
People Performance Management toolkit
Mental Health – greater resilience
Possible solution for lack of compulsion: because you want to provide a good service and to make a difference therefore you want to ensure you have a positive culture and your standards are high. To help you frame and form a foundation you may wish to use the following resources:
Culture
Positive workplace cultures are central to an organisation’s success or failure, and are never more important than when the service is providing people with care and support. Positive workplace cultures in social care not only address productivity and the health and wellbeing of staff, but also look to improve outcomes for those who need care and support services.
Skills for Care has developed the Culture for care: your toolkit for all social care and support employers, regardless of size or services delivered. 
The toolkit, which can be accessed online, or ordered in hard copy,  explains why a positive workplace culture is so important, details the business benefits for culture and provides activity sheets and scenarios to help providers embed a positive workplace culture.
Dignity
Dignity must be at the centre of everything we do if we are to achieve high quality, person-centred care and support.
Dignity focuses on the value of every person as an individual. It means respecting other’s views, choices and decisions, not making assumptions about how people want to be treated and working with care and compassion. 
Skills for Care has created the common core principles for dignity to support dignity in adult social care. These seven principles can be used to support good practice by any member of the workforce across difference settings. The principles focus on the key values, attitudes, skills and knowledge required to provide the best care possible.
The principles give the workforce, and those who employ and train them, clear guidance and practical tools for understanding how to place dignity at the very centre of quality care and support services
People performance management
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.

14. Recruitment and Retention Toolkit

15. The Social Care Commitment Quality People, Quality Care
What is the Social Care Commitment, and where did it come from? The white paper: the Social Care Commitment is seen by the Department of Health as a key part of the solution to improving the standard of, and the public’s confidence in care and support offered in our sector.
Developed by employers, employees and people who need care and support
The Social Care Commitment is the sector's promise to provide people who need care and support with safe, high-quality services.
The Social Care Commitment
SCC
The Social Care Commitment is the sector’s promise to provide people who need care and support with high quality services. Employers and employees across the whole of the adult social care sector sign up to the commitment, pledging to improve the quality of the workforce.
It’s seen by the Department of Health as a key part of the solution to raising the standard of, and the public’s confidence in, care and support offered in our sector; with Minister of State for Community and Social Care Alistair Burt announcing recently that the commitment is "driving improvement in the care and support sector at a time when the need for a high quality workforce, fully equipped to meet the challenges of an ageing and diversifying pupulation, has never been greater."  
The commitment is made by signing up to seven ‘I will…’ statements and their supporting tasks. The tasks help workers and employers put the commitment into practice. It has been developed in consultation with those working in the sector, so it’s easy to do and will have a real practical impact in workplaces. The tasks that have to be done can also be used as evidence to complete the Care Certificate and adult social care qualifications. It can also be used as evidence for meeting Care Quality Commission standards. 
For more information and to sign up visit

16. 1 5 2 6 3 7 4 The employer commitment is a promise to:
Recruit staff who care.
Supervise staff properly. 2 6
Make sure staff understand
safety and quality standards.
Provide thorough induction
training. 3
Help staff develop their skills.
Support staff to put their
commitment into practice
everyday. 7
Relevance to learning providers-see statements 2/3/5/6 4
Take responsibility for how
staff work.

17. 1 5 2 6 3 7 4 The employee commitment is a promise to:
Work responsibly.
Protect privacy. 2 6
Uphold dignity.
Continue to learn. 3 7
Work co-operatively.
Treat people fairly.
Relevance to learning providers-see statement 6 4
Communicate effectively.

18. Mental Health Resilience
"the ability to cope with pressure. Underpins safe, high-quality, person-centred care and support"
This resource is for managers and staff who work in adult social care.
The resource offers practical guidance to adult social care employers on how to develop resilience within their workforce.
Developing the resilience of the people who work for you helps protect their mental and physical health and wellbeing. It helps them deliver quality services consistently. Resilience is an essential skill for all workers in adult social care.
Sections one, two, three and five are particularly aimed at managers. Section 4 can be used by all individuals to look at their own 'mental health resilience'

19. Understanding the bigger picture
National Minimum Data Set for Social Care (NMDS-SC)
Research, Impact and Evaluation
Workforce Development Strategy
Workforce Commissioning
Workforce Outcomes Measurement Model

20. National Minimum Data Set in Social Care (NMDS-SC)
Current NMDS leaflet to hand out to all
The NMDS-SC was developed in 2005 since Skills for Care were aware there was insufficient data about the adult social care sector
Since 2005 the NMDS has been developed and improved in response to various policy drivers
The NMDS-SC is a secure web based system which holds data about social care organisations and its workers.
Completion of the NMDS-SC is now a requirement for any organisations wishing to access Workforce Development Funds (WDF) from Skills for Care
The quality of data held on this system has dramatically improved over the past few years and reports generated by the NMDS team are now being used by employers/businesses and BIS.
Learning Providers are also able to search the system and to pull off data about their local area. This can be used to assess supply and demand and where to position in the market when developing a business plan.
Further information around how to use the NMDS will be given later in the day along with time to try the system.

21. Workforce Outcomes Measurement Model

22. Looking ahead Innovation Programme
People who employ their own care and support
Market Shaping
Workforce Redesign
Workforce Capacity Planning
Workforce Integration
Workforce Planning
Innovation
Skills for Care's Workforce Innovation Programme explores how people's care and support needs change and how the workforce has to adapt to meet the challenges that change can present.
The programme started as a way of examining and exploring workforce issues arising from service change. It adapted and continues to adapt as the landscape of policy and adult social care changes.
Integration
Work with Pioneer, Better Care Fund and Vanguards

23. People who employ their own care and support

24. Workforce Planning

25. Area Contacts – North West
Carol Mitchell - Locality manager (Stockport, Tameside, Oldham, Trafford and Manchester Tel , Mob
Lindsey Dawson - Locality manager (Cheshire East, Cheshire West and Chester, Halton and Warrington) Tel , Mob
Nardia Lloyd- Ashton - Locality manager (Bolton, Salford, Wigan, Bury, Rochdale) Tel , Mob
Christine Burkett - Head of Area Tel mob
Jon Kerr- Locality Manager (Liverpool, Sefton, Knowsley, Wirral and St Helens) Tel , Mob Brian Groves - Locality manager (Cumbria, Blackpool, Blackburn with Darwen and Lancashire) Tel , Mob