Sector UpdateRegistered Managers Network Meeting

Apprenticeships are changing• The system of Apprenticeships is being completely overhauled in England. The system

of ‘frameworks’ with prescribed elements common to all sectors of the economy is being transformed.

• It will be replaced by a system of ‘standards’.• These are being written from scratch by groups of employers who are known as

Trailblazers.• The standards are two-page documents listing the skills, knowledge and behaviours

essential for being competent in a specified occupation.• These have to be assessed in the round and the result graded at the end of the

Apprenticeship by somebody independent.

The group identified four occupations which will be the subject of the new Apprenticeship standards• Adult Care Worker (equates to 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.

These have all been approved and are available to view http://www.skillsforcare.org.uk/Qualifications-and-Apprenticeships/Apprenticeships/New-Apprenticeship-Standards.aspx

Funding is changing too.

Currently, the government pays learning providers a contribution to the cost of the ‘learning outcomes’ they deliver through specific qualifications which make up the framework.Learning providers then charge employers a contribution in cash or in kind.

Under the Trailblazer standards, a total maximum cost is assigned to the standard rather than per component element allowing far more freedom in the design of the formative training.

Employers will negotiate a price with the learning provider and then purchase a voucher for one-third of the cost from government who will contribute the remainder of the cost and pay the learning provider.

Finally, there is a system of incentive payments for employers which they receive if they are small organisations, employ 16-18 year olds and, upon completion.

In certain circumstances it is possible that these incentive payments will be more than the employer’s original cash contribution.

How much will the new standards cost employers?

At this point in time it is not possible to say. Once assessment plans are complete, the group must submit an estimate of costs of training and assessment to government accompanied by quotes from a range of learning providers.The Skills Funding Agency will then make a judgement and assign the standard to one of five maximum funding bands:

When?

Dependent on government decisions and completion of assessment strategies, the first starts are expected to be in the current financial year.

There is likely to be a period of dual running between the current frameworks and the new standards while the system beds down.

Contributor – SCC? Anyone here

Occupation: Adult Care Worker Role Profile (what the successful candidate should be able to do at the end of the Apprenticeship)

Duration: 12-18 months Level: 2

What An Adult Care Worker must know and understand

A. The job they have to do, their main tasks and responsibilities B. The importance of having the right values and behaviours C. The importance of communication D. How to support individuals to remain safe from harm (Safeguarding) E. How to promote health and wellbeing for the individuals they support and work colleagues F. How to work professionally, including their own professional development

What An Adult Care Worker must be able to:

A: The main tasks and responsibilities according to their job role B. Treating people with respect and dignity and honouring their human rights C. Communicating clearly and responsibly D. Supporting individuals to remain safe from harm (Safeguarding) E. Championing health and wellbeing for the individuals they support and for work colleagues F. Working professionally and seeking to develop their own professional development

Qualifications: Level 2 Diploma in Health and Social Care (Adults) for England (QCF).This qualification, promoted and valued by employers, is achieved by a combination of direct teaching and self-directed learning.

Progression: This apprenticeship provides an ideal entry into the occupation and supports progression within the sector.

Industry-specific requirements 1. Undertake the Enhanced Disclosure and Barring Service process and provide the

result prior to starting. 2. 2. The Care Certificate must be achieved as part of the Apprenticeship Standard.

Assessment plansThe next stage in development is to produce an Assessment Strategy for each standard which also have to receive ministerial approval. These are designed to lay out how the authors of the standard want apprentices to be assessed to prove they are fully ready to fulfil their role. This is done following government guidelines which can be found at:

https://www.gov.uk/government/publications/future-of-apprenticeships-in-england-guidance-for-trailblazers The guidance sets clear boundaries which must be observed by all Trailblazer groups. The only assessment which counts for the Apprenticeship is that which occurs at the end. The conditions are that the assessment must be:at the end-point – no specific time frame setsynoptic – integrated test of higher-order skillsgraded – there must be at least two achievable gradesindependent – carried out by someone who has not been actively involved in the formative learning journey of the apprenticeusing a range of methods – this means more than one type of assessment must be usedconsistent and reliable – everyone does the same test and there is monitoring across the country that standards are consistentaccurate and valid – assessment methods are relevant to the competencies being testedaffordable – assessment methods are financially reasonablemanageable – there are enough potential assessors out there to manage the new systemrecognised by a professional body – not applicable in adult care.The draft plan was published on the Skills for Care website for public consultation and, once views were taken into account, it was submitted for ministerial approval on 24 September 2015.

What are CQC InspectionsIn Surrey

Telling Us?

Alan WillmottTraining & Consultancy

Context - Inspection Trajectories – Comprehensive Inspections*

Adult Social Care – 2,821 programme inspections – 73% of the month’s accumulative target (3,884). Projection of 7,742 (58%) against the 2015/16 target.

In addition to the programme inspections there have also been 182 subsequent Comprehensive; 323 Focussed; and six Follow Ups. *Report to September CQC Board Meeting

Inspection Activity in SurreySince 1st October 207 Inspections

New Ratings - 98 Inspections – (87 Care Homes 11 Dom Care)

Using Figures from CareHome.co.uk/Homecare.co.uk(difficult to extrapolate from CQC web site)

19% Care Homes rated

6% Domiciliary Care rated

Update from the Adult Social Care Ratings

Since 1 October 2014, the Adult Social Care (ASC) Directorate has carried out over 8,170 comprehensive ratings inspections across community based adult social care services, hospice services and residential social care services and, as of 14 September, we have published 7,512 ratings as follows:

38 (<1%) locations as ‘outstanding’,

4381 (58%) as ‘good’,

2570 (34%) as ‘requires improvement’

523 (7%) as ‘inadequate’.

National Picture

Surrey PictureCare Homes - 87 Inspections

Outstanding 1 (1.1%)

Good 30 (34.4%)

Requires Improvement 45 (51.7%)

Inadequate 7 (8%)

Not Rated 4

Domiciliary Care – 11 Inspections

Outstanding 0

Good 4 (36%)

Requires improvement 2 (18%)

Inadequate 1

Not Rated 4

Surrey Combined

Outstanding 1%Good 35%Requires Improvement 48%Inadequate 8%

National

38 (<1%) locations as ‘outstanding’,

4381 (58%) as ‘good’,

2570 (34%) as ‘requires improvement’

523 (7%) as ‘inadequate’.

Key Themes for Concerns

Since Fundamental Standards Introduced

Mental Capacity Act/DoLS Quality Assurance/Service Audit(Consent)

Medication Processes Staffing Numbers/Allocation

Activities

Persistent Theme from Staff Observation:

Poor Practice Issues – especially around Dignity/Respect

This Dementia Core Skills Education and Training Framework is an extraordinarily usefulresource which details the essential skills and knowledge necessary across the health and social care spectrum.Three tiers are described:

1 - awareness, which everyone should have;2 – basic skills which are relevant to all staff in settings where people with dementia are likely to appear and;3 - leadership.

This document should act as a landmark resource for anyone who is concerned, directly or indirectly, with educational aspects of dementia care. It should inform curricula, provision of educational courses and the development of projects in dementia.

Subject 1: Dementia awareness

Target audienceThe entire health and social care workforce (tiers 1, 2 and 3).Key learning outcomesThe learner will:a) know what is meant by the term dementiab) be aware of the prevalence of dementia in the UK populationc) be able to recognise signs of dementia and also be aware that these signs may be associatedwith other conditions or circumstancesd) know what actions individuals can take to reduce their risk of dementia, or to delay onsete) know why early diagnosis of dementia is importantf) know the actions that people affected by dementia can take in order to live as well aspossible after diagnosisg) understand the importance of recognising a person with dementia as a unique individualh) be aware of the impact of dementia on individuals, families and societyi) be able to communicate effectively and compassionately with individuals who have dementiaj) understand reasons why a person with dementia may exhibit signs of distress andhow behaviours seen in people with dementia may be a means for communicatingunmet needsk) be able to signpost individuals, families and carers to dementia advice, supportand information.NB. These core learning outcomes for dementia awareness may be supplemented byadditional outcomes to take account of factors such as type of role, location, service needand risk analysis. Dementia awareness also needs to be understood in conjunction withrelated statutory and mandatory subjects as appropriate to role.

Preventing illegal working in the care sector

Immigration enforcement teams are working closely with local authorities, care agencies, care providers and other government departments, to prevent illegal working in the UK.Illegal working presents a significant safeguarding risk to staff and most importantly, to recipients of care, who are often vulnerable members of society. If an employer has not completed ‘right to work’ checks on their workforce, or if an employee has used forged documents to gain employment, their identity, criminal history and qualifications cannot be verified.Skills for Care has updated Finding and keeping workers, the online recruitment and retention resource, with information to help employers undertake right to work checks, to ensure every job applicant has the right to work in the UK. Click here for more information.

5. Guidance: Next StepsIn conclusion there are a number of first steps it is advised that commissioners undertake:1. Ensure commissioning intentions include a focus on prevention of malnutrition and dehydration.2. Undertake steps to understand the needs of your local population through effective engagement with the public and local providers.3. Assess the baseline of your local providers provision against NICE guidelines and best practice.4. Develop nutrition and hydration care pathways to meet your population’s needs.5. Ensure nutrition and hydration outcomes are in the contracting, quality assurance and performance monitoring of commissioned services.6. Monitor and evaluate the outcomes of commissioning intentions for nutrition and hydration.7. Deliver continuous improvements of nutrition and hydration needs of the local population through setting an improvement trajectory8. Ensure the commissioning process is taking an integrated approach that provides the delivery of an all-encompassing approach that takes into account all aspects of nutritional care including, psychological, physical and social aspects.

1. Training Training is a key tool for any organisation in ensuring that staff are aware of their responsibilities for data protection. There was little formal data protection training in the residential care homes we visited. Where training did take place it tended to focus on care standards for the use of information rather than data protection requirements. Key elements of good practice for data protection training include: • mandatory induction training that ideally

takes place before allowing staff to access personal data;

• mandatory annual refresher training; • annual reviews of data protection training

content to ensure that it is up to date and remains relevant to the residential care home needs;

• specialised training for key roles, for example those dealing with requests for personal data, information security, or records management;

• training logs that record completed data protection training; and

• procedures to ensure that incomplete training is monitored and addressed.

Did you know? We’ve produced training videos to help organisations deliver training to their staff. http://ico.org.uk/for_organisations/training

We also have a selection of material than can be printed and used to improve awareness of data protection issues for staff. https://ico.org.uk/for-organisations/training-materials/toolkits/

The National Archives has produced a free e-learning training resource for small to medium enterprises called ‘Responsible for Information’ which contains practical considerations for staff handling personal and other information: http://nationalarchives.gov.uk/sme/index.htm