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Www.hertsdirect.org Scrutiny of Recruitment & Retention of CSF QSWs 23 rd April 2010.

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www.hertsdirect .org Scrutiny of Recruitment & Retention of CSF QSWs 23 rd April 2010
Transcript
  • Slide 1
  • www.hertsdirect.org Scrutiny of Recruitment & Retention of CSF QSWs 23 rd April 2010
  • Slide 2
  • www.hertsdirect.org Introduction & Background Louise Tibbert - Head of HR & OD, Resources & Performance
  • Slide 3
  • www.hertsdirect.org Overview 1.What are the current and emerging issues for recruitment & retention of Qualified Social Workers? 2. How well do HCC policies and practices enable effective recruitment and retention of Qualified Social Workers? 3. What are the priorities and planned activities for HCC in continuing to reduce vacancy levels of Qualified Social Workers? 4. What could HCC do to benefit from good practice elsewhere?
  • Slide 4
  • www.hertsdirect.org Context Baby Peter Tragedy, 2007 Increase in referrals by approximately 50% History of recruitment challenges skills shortage area Increased number of QSW posts Workforce reform Additional funding for CSF Regional & national context HCC strategies to address recruitment & retention issues
  • Slide 5
  • www.hertsdirect.org Key data 2010AprilOctober Establishment187187 In post126154 Vacancy5933 Agency cover4933 Academy in post2730 October figure is based on planned recruitment & retention maintaining momentum Reduction in voluntary turnover from 25.8% in March 2008 to 15.8% in January 2010
  • Slide 6
  • www.hertsdirect.org Arrangements for Scrutiny Report Range of witnesses internal/external Agenda focussed on agreed scrutiny terms of reference Opportunities for Members to question & clarify
  • Slide 7
  • www.hertsdirect.org What are the current and emerging issues for recruitment & retention of Qualified Social Workers? Nicola Curley, Childrens Service Manager Gerry Meikle, UK Operations Manager Alison Twynam, Head of Policy, Practice & Quality Assurance Louise Purser, Head of CSF Learning & Development
  • Slide 8
  • www.hertsdirect.org National Context Social Work an under-valued profession for last 30 years Specialization in mid 1990s following the Community Care Act Isolation of Children and Families work, defined by Child Protection and court work Series of high profile child deaths
  • Slide 9
  • www.hertsdirect.org National Context cont. Negative media/public perception Changes in qualification process Introduction of ICS Stringency/regulation of profession Retirement of existing generation Result is a significant shortage of QSWs, especially in C&F
  • Slide 10
  • www.hertsdirect.org Issues for Hertfordshire Recruitment of QSW been a difficulty since 2000 Most acute problem has been in Assessment Teams Size of County and travel Cost of living Positioning next to London Authorities
  • Slide 11
  • www.hertsdirect.org Risk areas Performance Impact on children Inspections Financial Reputation
  • Slide 12
  • www.hertsdirect.org Future Direction A national and acute regional shortage of QSWs requires an aggressive recruitment strategy and joined up retention policy Critical from all perspectives that we attract the highest calibre QSWs available to meet the needs of Hertfordshires most vulnerable children
  • Slide 13
  • www.hertsdirect.org External Perspective 2004 Manpowers involvement identification of the first issues around QSW shortages in Hertfordshire Social Work Task Force Building a Safe and Confident Future PPMA 100% of respondents now experiencing problems recruiting QSWs - Feedback from clients, panel vendors and candidates on social work crisis.
  • Slide 14
  • www.hertsdirect.org Retention Issues Workload Work life Balance Work related Stress Management issues Lack of progression and career development
  • Slide 15
  • www.hertsdirect.org Questions?
  • Slide 16
  • www.hertsdirect.org Taskforce recommendations Background Overview of recommendations Implementation plan Action required by CSF
  • Slide 17
  • www.hertsdirect.org Questions?
  • Slide 18
  • www.hertsdirect.org How do HCC Policies & Practices enable effective recruitment & retention Paul Chamberlain, Lead HR Business Partner Louise Purser, Head of CSF Learning and Development Monica Jones, Assistant Team Manager
  • Slide 19
  • www.hertsdirect.org Policies Market forces Welcome Payment Relocation Benefits Non financial Total package
  • Slide 20
  • www.hertsdirect.org
  • Slide 21
  • Learning & Development policies Induction L&D programme Scholarship EPD Post Qualification awards
  • Slide 22
  • www.hertsdirect.org Questions?
  • Slide 23
  • www.hertsdirect.org What are the priorities and planned activities for HCC in continuing to reduce vacancy levels Steve Morris, Children's Service Manager, CSF Jacqui Stone, Client Relationship Manager, Manpower Alison Twynam, Head of Policy, Practice & Quality Assurance
  • Slide 24
  • www.hertsdirect.org Newly Qualified Social Work Academy Background Programme Effect on recruitment & retention Implications for CSF
  • Slide 25
  • www.hertsdirect.org International Recruitment Background - Overseas Partnership Campaign & enhanced Recruitment Criteria Results Effect on recruitment & retention Next steps
  • Slide 26
  • www.hertsdirect.org Response to retention issues Retention group Action plan Retention toolkit Data set staff profile Develop Communications front line staff and managers
  • Slide 27
  • www.hertsdirect.org Response to retention issues (cont) Workload measures Flexible working Strengthen management Social work task force improving quality of Supervision
  • Slide 28
  • www.hertsdirect.org Questions?
  • Slide 29
  • www.hertsdirect.org What could HCC do to benefit from good practice elsewhere Emily Boynton, HR Relationship Manager, Surrey County Council Paul Chamberlain, Lead HR Business Partner
  • Slide 30
  • www.hertsdirect.org Eastern Region Safeguarding Project (ESP) One of the work streams to come out of the Regional Eastern Improvement Project Group Local authorities in the Eastern region recently engaged in meetings to address R&R issues experienced across the region Aim to develop solutions and recommendations as to how the Eastern region can address this collaboratively
  • Slide 31
  • www.hertsdirect.org Key areas Benchmarking SW rates of pay, premiums and incentives Promote marketing of Eastern Region Improve quality of SW training provided by regional degree courses & develop better links with universities Support succession planning for team managers, service managers and senior leads
  • Slide 32
  • www.hertsdirect.org Questions?

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