Archived decisions

      APPENDIX 5

PROPOSALS FOR `CAREERS IN SOCIAL CARE TRAINING SCHEME' AS PART OF THE RECRUITMENT AND RETENTION PLAN

The Idea

The Careers in Social Care Training Scheme (CSCTS) would aim to attract a wide range of untapped potential workers of any age who might be interested in a career/job in social care. For example, women returnees to the work place; ethnic minority groups; people unsure of what social care is about; people wanting a change of career direction; current volunteers. Previous activities e.g. the response to the article about two years ago in Hampshire Now and cold call enquiries, demonstrate that there are people who are interested in social care work and who would like to know more. Currently no effective methodology exists for making best use of that interest.

This scheme aims to provide a managed trainee entry route for such unqualified (i.e. not professional SW qualified) interested people. It would consist of a traineeship programme (length to be decided, but probably 12 weeks), which would include induction, assessment and placement activities. There would be time for matching potential to possible roles, career advice and a guaranteed interview before the end for a real job.

Entrants to the scheme would go through a selection process for a traineeship contract that would pay Scale 1. (£1541 over 3 months;£1803 including on costs for 3months)

Outcomes Envisaged

Outcome

Evaluation Measure

Widening of field of people applying for work in the department.

Monitoring of numbers applying, being accepted, being employed; and their current work status, ethnicity, qualifications, location.

Enhanced ability to fill unqualified vacancies by recruiting staff from the trainee group.

Conversion rate of selected trainees entering the scheme into full employees of the organization.

Actual conversion rate achieved against an agreed target rate that would be deemed as an effective outcome.

Cost/Benefits of scheme are deemed as a cost effective balance.

Evaluation report on actual costs and benefits after 4 cohorts of trainees have been recruited, trained and completed scheme.

Trainees coming off the scheme into a real job role are able to be productive earlier because they have already completed a major part of the necessary induction process.

Trainees can demonstrate completion of National Induction Standards whilst on the scheme.

Trainees have a portfolio record of training completed to take to recruiting manager.

Improved retention, as higher quality inductions tend to improve retention.

Retention rate measured and compared with normal.

Issues Raised

Appendix 5a is a SWOT analysis of the scheme

If successful, this could become a different approach to recruitment and induction that can deliver a pool of relevant labour that can be immediately tapped into as vacancies arise. Of course some weaknesses and threats have also been identified and it is the intention to try to reduce their potential for impact by thoughtful scheme design and risk management measures.

Risk Management and Equalities Impact Assessment

Appendix 5b is a Risk Assessment with control measures that will be included in the programme design. The scheme will be the subject of an ongoing equalities impact assessment approach in order to continuously monitor as the scheme develops. A current equalities impact assessment is attached in Appendix 5c.

How the scheme might look

Appendix 5d is a draft of what the scheme might involve

Resource needs and Costs

Resource

Unit cost

Annual cost for 60

Total Cost (based on an initial scheme of 60 trainees over 12 months)

Salary/on costs for 3 months per recruit

£1803 per trainee

£108,180 for 60

£110,000

Bonus on taking job

£500 per trainee gross

£30,000 for 60

£30,000

People to deliver and run scheme

· Recruitment

· Learning and Devl't

· Admin

.5fte from Recruitm't/Scheme Organiser & Lead and Job matching PO1/2 (Could new resourcing centre supply?)

.5fte Trainer/ Organiser (Training & Ind'n Skills Assessment) PO1/2

.5fte Project Support Officer/Organiser (Recruitment and Placements)

Scale 4

£39,000 including on costs

Targeted Advertising

· in local media, Hampshire Now

· Where else?

£7,500 per intake

4 intakes per year

£30,000

Venues and subsistence

£5,000 per intake of 15 over the 3 months

£20,000

Other training costs e.g. M&H

£15,000

Total Cost for 60

£244,000

Perspective on costs

For an investment of approx £4,666 per trainee there is potential to have a trained `ready to go' recruit matched to a vacancy, who has completed their induction to the organisation and to social care and with the potential for the outcomes envisaged earlier in this report to be met.

In addition, that trainee will have been working alongside staff in placements for part of the time and should have contributed usefully to operational effort.

Potential time frame for delivery (dependent on the staffing to run the scheme being able to be identified immediately. Otherwise this would be a block.)

Activity

Timing

Dependent on availability of staffing resource

Targeted Advertising of Scheme to find first 15 suitable trainees

    · People phone to book a place on an Information Session

Mid Sept 2004 or

Jan 2005

Information Sessions and selection

    · If we find more than 15 that are looking positive, could the organisation manage to respond to taking 2 intakes?

1st week October/Mid October 2004 or

3rd/4th week January 2005

Start of Traineeship Programme for 1st 15 trainees

1st November 2004 or

Mid February 2005

Trainees enter 2 days placement

29th November 2004 0r

Mid March 2005

Trainees enter 3rd month including interview for real vacancy

4th January 2005 or

Mid April 2005

Trainees enter real job

31st January 2005 or before if this has been feasible Or

Mid May 2005 or before if feasible

Recommendation

Would suggest a 6-month pilot of 2 intakes of 15 (30 trainees) initially to test, costing £122,000 (£64,000 for the first 15 - 2004/2005 cost). Dependent on that experience, the scheme can be evaluated, modified or abandoned. Feasible that once up and running, the rate of intake of trainees could be increased and it could become a new way to generally recruit and induct to some roles in the organisation

                      Appendix 5a

Strengths

Weaknesses

· Opportunity to assess entrant before entry to scheme and manage expectations as to type of work likely to be available to them within the organisation

· Can match entry cohorts to business needs of organisation in terms of high vacancy areas

· Pool of potential labour being developed that has been given a broad and relevant induction and that can be productive in role earlier

· Potential to increase diversity in HCC by sourcing untapped labour markets

· Trainees might leave scheme part way through and not become an employee

· If after piloting, it was not found to be cost effective

· Staffing Resources - would be very difficult to start with current recruitment team headcount and no training/admin staff currently available

· Line managers commitment to the programme needs to be developed

Opportunities

Threats

· Sell places on scheme to Private and Voluntary Sector for induction

· Will also feed the talent pool in the new resourcing centre

· If successful, could take to other functions/departments

· Potential for improved retention due to higher quality induction

              _ Timing with respect to new resource centre may be crucial

· External providers see this as a way to get free training

· What do we do with applicants to the scheme that are

      o Unlikely to be suitable for work

      o Unable to be placed in a cohort although have good potential

      o Unrealistic about jobs that can be offered

· If can't find internal staffing for the scheme asap, won't be able to start in Autumn.

Appendix 5b

Risk Assessment and Control Measures

Hazard

Level of risk

Control Measure

Low take-up of scheme

Medium

Ensure that advertising agency (BSE) provide creative advertising solution to scheme to ensure appropriate media / campaign is used

Person may leave scheme part-way through

Medium

- Keep employee on temporary contract

- Examine potential to pay bonus upon satisfactory completion of scheme, subject to continued employment

- Set up a support network with other trainees

- Carry out face-to-face exit interview if person still leaves service

Person is unsuitable for work following the scheme

Low

- Sound recruitment into the scheme

- Formal recruitment checks carried out - e.g. references / CRB / Medical

- Regular formal review and assessment

- Temporary contract that can be cut-short if necessary

- HR to support application / interview workshops for trainees

No appropriate job available following the scheme

Low

- Extend scheme for 1 month to allow more time to secure job

- Look to secure suitable alternative employment across HCC (would they still receive bonus ?)

Hazard

Level of risk

Control Measure

Line manager commitment

Medium

- Ensure line manager involvement when developing scheme

- Ensure that line managers take part in marketing / selection and induction stages - "champion" from each care sector ?

External providers use scheme to get free training

Medium

- Bonus at end of scheme, subject to satisfactory completion of scheme and continued employment

Equalities Impact Assessment Appendix 5c

Name of Service/ Function Careers in Social Care Training Scheme as part of Recruitment & Retention Plan for SSD

_______________________________________________________________________

Please provide a brief description of the function/service

Scheme to provide a managed trainee entry route for unqualified interested people, attracting wider range of potential workers to SSD, eg. ethnic minority groups, women returnees, older people.

Are you aware of any race equality implications arising from this function/service ?

Briefly summarise

NB - Anecdotal, not based on evidence:

May be implications for some ethnic groups, eg cultural issues with "hands on" care work.

May be difficult for parents of young children to attend on set training days.

Is the Department perceived as predominantly "white british, female, middle-aged workforce" which stats show.

May deter older people from applying if perceived as "apprenticeship" and more suitable for young people.

Do your service policies/procedures and strategies make reference to race equality where relevant ?

YES / NO

Please outline below any work you may have carried out to assess, monitor, address and review the race equality implications of your function.

Consultation

Have we any evidence (anecdotal or stats) of reasons why people don't apply/are unsuccessful in particular posts

Monitoring

Access to Information/Services

Evidence that adverts are available in other formats etc.

Marketing/ Promotion

We have significant higher percentage of ethnic minorities in NE of County (Basingstoke) so would we target that area accordingly? Would we consider advertising in Men's Health type magazines (there are some respectable ones!!) to attract more males?

Target Setting

Training Staff / Briefings

Review / Evaluation

Other

What issues has the above raised if any ?

Supply/demand of ethnic minorities and other groups in particular area. Do we have demographics which might help in promotion of scheme?

Briefly outline what further action you will take to address the race equality issues raised.

Canvass managers re: potential issues around culture etc. eg residential units.

                      Appendix 5d

Draft of possible `Careers in Social Care Trainee Scheme'

Advertising the scheme

    · Wide trawl?

    · Targeted on specific groups?

    · Against high vacancy areas e.g. Care Management, Home Care, Residential Child Care, Day Services?

Introductory Information Session

Aimed at both informing for self-evaluation by the possible applicants and giving application information and support. Clear information available to take away.

Applications received/ Selection Process based on application form received against number of places in cohort and against clear published criteria. Short list of applicants invited for an interview leading to places being awarded.

Scheme starts aiming to last 3/4 months with a guaranteed interview before the end for a real job. Includes:

Month 1 (attends 3 days per week)

    · General Induction

    · Further skills assessment

    · Career counselling

    · Induction training to NMS

    · Visits and shadowing tasters

    · Introduction to HCC SSD

    · Matching with a placement

    · Connection to a mentor

    · Talks from staff in different roles

    Month 2 (attends 3 days per week)

    · In trainee placement within the organisation, typically in placement 2 days per week and on day release training on day 3

    · Clear learning contract agreed

    · Supporting training and mentoring

    · Half way and end point formal review and feedback including assessment against Induction Standards

    · Talk from Recruitment Team

Month 3 (attends 3 days per week) with Month 4 possible if candidate not yet secured post

    · Second placement and second learning contract

    · Further career counselling and exploration of career possibilities within the organisation

    · Interview skills training

    · Support to apply for jobs in organisation

    · Final review and feedback with a portfolio record of training completed