Workforce strategy
What is the Workforce Strategy for Adult Social Care?
Developed by Skills for Care in collaboration with the adult social care sector, the Workforce Strategy for Adult Social Care is an important milestone in ongoing efforts to create a social care workforce fit for the future, as Jane Brightman, director of workforce strategy at Skills for Care, explains
The Workforce Strategy for Adult Social Care aims to build a sustainable, skilled, and motivated workforce capable of providing high-quality care. It represents a coordinated effort to enhance the recruitment, retention, and development of the adult social care workforce, and encompasses a range of initiatives and proposals aimed at improving working conditions, providing professional development opportunities, and ensuring that workers are adequately trained and supported. The Strategy is broken down into three
sections: n Attract and retain – intended to address recruitment and retention issues.
n Train – intended to ensure social care staff are trained and developed well.
n Transform – intended to consider ways in which the sector can be improved through changes to legislation and practice.
Each of these sections contains a series of recommendations, backed up by relevant data from Skills for Care and other reliable sources, which can help address the current and future challenges faced by the sector.
Why is it important?
The aging population and increasing prevalence of chronic conditions have led to a higher demand for adult social care services. The number of people aged 65 and above is set to increase from 10.5 million to 13.8 million in England by 2035 – an increase of around 32 per cent. Meanwhile, the number of people living with dementia is expected to rise by 43 per cent by 2040 and the number of people aged 18-64 with a learning disability, mental health need, or a physical disability is also projected
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Well-trained and motivated workers are fundamental to providing high-quality care
to increase over this period. By the time a person is aged 75, they are 60 per cent more likely to possess two or more significant conditions. A robust workforce strategy is essential to meet this growing need and ensure that high-quality care is available to all who require it.
The adult social care sector faces significant challenges, including high staff turnover, recruitment difficulties, and a lack of recognition for care workers. The social care workforce has grown by 210,000 since 2012, but if we need to recruit an extra 540,000 posts by 2040, that equates to an average of 36,000 new posts every year from 2025 – and more than that over the next 10 years. This does not account
for the high turnover rate, which was 28.3 per cent across the sector in 2022-23 and even higher for under-20s and registered nurses, at 54 per cent and 32.6 per cent, respectively.
Addressing these issues is crucial to maintaining a stable and effective workforce. Well-trained and motivated workers are fundamental to providing high-quality care. The Strategy aims to equip workers with the skills and knowledge needed to deliver compassionate and person- centred care. Learning and development is important in social care to give people the skills they need in their roles. People with a relevant social care qualification have a significantly lower turnover rate (26.5 per cent, as opposed to 37 per cent for those holding no relevant qualifications), while those receiving regular training in their role also have a lower turnover rate (31.6 per cent) than those who do not (40.6 per cent).
www.thecarehomeenvironment.com November 2024
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