E-learning
points below the previous wellbeing score recorded in 2011.2 Social care is not as well understood
as the NHS, therefore, the steps that were taken previously by the government to improve understanding and recognition must continue to support the development of the sector, and ensure it is confident and resilient. As Covid restrictions ease, we must
ensure current workers feel valued in their roles. Creating an environment where care workers feel more valued will boost productivity and efficiency in the workplace. Workers should be given access
to training that goes beyond the minimum requirements. They should be encouraged to develop their skills, competencies, and leadership abilities with a view of furthering their careers within the sector, ultimately helping to boost loyalty and retention. Skills training should be made
readily available for things such as crisis management and infection control, alongside the introduction of enhanced employee benefits such as annual leave, and/ or hazard or bonus pay. Enhanced opportunities will allow workers to recover, rebuild, and prepare them for any further waves of the pandemic. Over the past 18 months, the isolation
restrictions have enabled care workers to reconnect with the soul of their work and build even stronger relationships with the individuals for who they provide care. Moving forward, regulators and organisations should work with care workers to minimise the restrictions that limit their creativity and allow the
28
workforce to use the experience of the past year to form a more individualised care package that meets the direct needs of the care receiver. Workers should be given access to the relevant training opportunities that enable them to follow the current guidelines without compromising on the quality of care currently provided.
Quality of care Workforce problems have a direct impact on the care people receive, leading us onto the next lesson learned: ensuring the quality of care is not compromised. Since the beginning of the pandemic, the pressure on the social care sector has been mounting, with pressure for professionals to provide care that does not compromise on quality, while withering the storm of a national crisis. The added pressures have placed a
strain on the workforce and increased the responsibilities of current professionals. The National Office for Statistics reported 33 per cent of carers reported giving more care during the pandemic than they had provided previously.3 The social isolation measures that were introduced, while essential, have adversely affected the well-being of care providers and receivers. There are strong indications that
the pressures and experiences of the last year have led to increased stress, exhaustion, and burnout in the workforce. There has always been a clear focus on the quality of care provided within the social care sector, however, the coronavirus caused direct effects on the quality of care delivered as the sector’s
resilience and preparedness were tested. The introduction of additional quality
control measures should be considered, so that care providers can ensure standards are met during crisis periods. In a bid to prevent any form of transmission, all routine Care Quality Commission (CQC) inspections were abandoned, but with no quality control measurement and assessment taking place in care homes, there was a risk that quality of care was not being met in all cases. To avoid being forced to abandon routines CQC inspections, digital inspections should be considered, where remote assessments can take place.
Digital training Technical skills, equipment, and technology are an essential part of a modern-day social care system, but the effectiveness of social care is determined largely by the people who work in it. Currently, 1.5m people are working in social care, providing care and support in, or from, 38,000 settings.4 Skills for Care recently identified
that training in social care remains a top priority to ensure there is a skilled and competent workforce in place, should the UK be hit with a further wave in winter 2021-22. Whether it is refresher training for existing staff or fast-track induction training for new workers, there has been a need for training to continue during the pandemic. During the height of the pandemic,
face-to-face training was abandoned in a bid to prevent transmissions. Digital technologies played a vital role in enabling training to continue during the pandemic,
www.thecarehomeenvironment.com • August 2021
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52
