The adult social care sector and workforce in. Yorkshire and The Humber

Transcription

1 The adult social care sector and workforce in Yorkshire and The Humber 2015

2 Published by Skills for Care, West Gate, 6 Grace Street, Leeds LS1 2RP Skills for Care 2016 Copies of this work may be made for non-commercial distribution to aid social care workforce development. Any other copying requires the permission of Skills for Care. Skills for Care is the employer-led strategic body for workforce development in social care for adults in England. This work was researched and compiled by Sarah Davison and Gary Polzin in Skills for Care s data analysis team.

3 Contents Size and structure Recruitment and retention Employment overview Workforce demographics Pay rates Qualifications and training Further resources Introduction Foreword Introduction Size and structure 47 Population of the region 48 Organisations and establishments involved in providing or organising care 59 Jobs in the adult social care sector 610 Full-time equivalent jobs and people in the adult social care sector 711 Selected job roles 711 Job trends Recruitment and retention New starters Experience of the adult social care workforce Leavers and staff turnover Vacancies Sickness rates Employment overview Employment status Full/part-time status Zero-hours contracts Workforce demographics Gender Age Ethnicity Nationality Country of birth Pay rates Average full-time equivalent annual salaries Average hourly pay rates Qualifications and training Induction Care Certificate Qualifications held Training Users and uses of the NMDS-SC and further resources Workforce intelligence publications NMDS-SC Dashboards Analytical service Statistical appendix Keeping informed 40 52

4 Foreword This report provides an overview of the adult social care sector and workforce in the Yorkshire and Humber region; including the size and structure of this part of the sector and detailed workforce information. The majority of the information is derived from the National Minimum Data Set for Social Care (NMDS-SC). Due to the high quality and coverage of adult social care information held by the NMDS-SC the estimates within this report are the most detailed and reliable to date, therefore planners, commissioners and employers should be confident about using the information contained in this report. In the Yorkshire and Humber region alone, Skills for Care has data from over 2,400 establishments/ care providing locations and from over 77,250 workers. It is impossible to plan for the future without understanding what the sector and the workforce looks like now. Intelligence derived from the NMDS-SC should be the start point for any workforce planning and market-shaping activity. This reports aim to be informative and accessible, but most of all it aims to be a tool for those planning and funding the sector in this region. Summary of key findings in the Yorkshire and Humber region There are an estimated 1,600 organisations involved in providing or organising adult social care, and an estimated 3,700 establishments or care providing locations. There are an estimated 153,000 jobs in the adult social care sector Just under a third of all workers (30.9%) were new to their roles in the previous 12 months; this is an estimated 47,000 new starters. Workers have, on average, eight years of experience working in the adult social care sector and five years of experience in their current role. There is an estimated turnover rate of 25.1% across the sector; this is around 38,500 leavers each year. There is an estimated vacancy rate of 4.8% in the sector; this gives an estimated average of 6,550 adult social care vacancies at any one time. Over a fifth of the workforce (21%) are on zero-hours contracts, this proportion is lower among managerial role (4%) and higher for direct care staff (26%). The average age of a worker is 42 years old and one in five workers is aged over 55 years old. In 2014/2015, the average registered manager annual pay was 27,200, occupational therapist annual pay was 24,100, registered nurse annual pay was 23,450 and social worker annual pay was 30,000. The average senior care worker hourly rate was This was 1.47 above the 2014 National Minimum Wage (NMW) and 12p above the 2014 UK Living Wage. The average care worker hourly rate was This was 67p above the 2014 NMW and 68p below the 2014 UK living wage. 84% of senior care workers and 46% of care workers hold a qualification at level 2 or above.

5 Introduction Introduction 01

6 Introduction This report provides an overview of the adult social care sector and workforce in the Yorkshire and Humber region as at 2014/ The data in this report is mostly derived from the National Minimum Data Set for Social Care (NMDS-SC). Due to the high quality and coverage of adult social care employers held by the NMDS-SC the estimates within this report are the most detailed and reliable to date. This report is aimed at anyone operating a care service, involved in the planning, or commissioning of care services in the Yorkshire and Humber region or has an interest in the adult social care sector and workforce About Skills for Care Skills for Care is the employer-led workforce development body for adult social care in England, a growing sector that currently has around 18,000 organisations, 39,500 care providing locations, and a workforce of around 1.55 million jobs contributing an estimated 46 billion per annum to the English economy and 4.4 billion in the Yorkshire and Humber region. Skills for Care works with employers across England to: make sure their people have the right skills and values to deliver high quality care, share best practice, to understand the bigger picture, to set the standards for quality care and look ahead. For more information about Skills for Care please see our website About the NMDS-SC The National Minimum Data Set for Social Care (NMDS-SC) is an online workforce data collection system for the social care sector. It is the leading source of robust workforce intelligence for adult social care. The NMDS-SC is managed by Skills for Care on behalf of the Department of Health and has been collecting information about social care providers and workforce since early Independent sector information is derived from the NMDS-SC as at March 2015, local authority information is correct as at September Estimates of the size of the workforce are correct as at 2014.

7 01 5 Introduction The NMDS-SC collects information on the size and structure of the whole adult social care sector including: Types of care services that are provided How much care provision there is A detailed picture of the workforce, including demographics, pay rates and qualifications Social care employers/providers use the NMDS-SC to help ensure their information better supports business and workforce planning. They register, maintain and access their business information through their online account; they can use it to view their workforce information with personalised reports and dashboards. For more information about the NMDS-SC please visit About the data At the end of 2015 (when this report was written) the NMDS-SC had around 23,000 establishments/ care providing locations and 725,000 individual worker records. This included over 55% of CQC regulated providers and information from all 152 statutory local authority services. For more information about the NMDS-SC, including links to further information and related resources please see section 8. This report uses data collected by the NMDS-SC to create workforce models that, in turn, allow for estimates of the whole adult social care workforce to be produced. For a full methodology of how Skills for Care model NMDS-SC data please see Appendix 1 of the Size and Structure of the Adult Social Care Sector and Workforce in England 2015 report. 2 A simplified explanation of how the information is produced is that Skills for Care uses NMDS-SC data and applies the responses to the estimated total number of workers in the sector by employer type, services and geography. This ensures that the results are not affected by any uneven levels of data coverage in the NMDS-SC. Each chapter of this report concludes with a section that contains links to further information and related resources. Additional data, including two page summaries for each local authority area, and a statistical appendix can be found on the Skills for Care website 2

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9 Size and structure Size and structure 02

10 02 8 Overview of the size and structure of the Yorkshire and Humber region The total population in Yorkshire and Humber is 5.3 million. The number of people aged 65 and older is projected to increase by 20% by There are an estimated 1,600 organisations involved in providing or organising adult social care, and 3,700 establishments or care providing locations. There are an estimated 153,000 jobs in the adult social care sector in the region. 7% of jobs are managerial, 6% regulated professionals, 76% direct care and 12% other These jobs are performed by 146,500 people, this is 5% of the economically active population of Yorkshire and Humber. 2. Size and structure 2.1. The Yorkshire and Humber population The population of the Yorkshire and Humber region, according to the Census was 5.3 million; this was 10% of the population of England (at 53 million). And according to NOMIS , the Yorkshire and Humber region has an economically active population of 2.68 million people. The chart below shows the estimated population projections of people aged 65 and over in Yorkshire and Humber. This information is taken from the Projecting Older People Information System 5 (POPPI). POPPI shows that the total number of people aged 65 and over is projected to increase by 20% between 2015 and 2025 from 976,800 to 1,167,900. The number of people aged with a learning disability, mental health problem or physical disability is also predicted to increase by 2025 (Projecting Adult Needs and Service Information 4, PANSI). This increase will not necessarily translate into an increase in the adult social care workforce by the same amount, as there are many other factors involved. It does, however, at least indicate a potentially large increase in demand for care services and therefore on the number of adult social care jobs required in the future. Chart 1: Estimated projections of people aged 65 & over Source: Projecting Older People Information System (POPPI) 400, , , , People aged People aged People aged People aged People aged People aged 90 and over and

11 Organisations and establishments involved in providing or organising adult social care Organisations Size and structure The definition of an organisation ranges from large national employers, large charities and councils with social services responsibilities (CSSRs) to small independent care homes. For example, a large company running multiple care homes would count once in the figures in this section (2.2.1 organisations). The section does not include individuals employing their own care and support staff. Skills for Care estimates that there are 18,000 organisations in adult social care, and 9% of these (1,600) are in the Yorkshire and Humber region. The chart below shows how these organisations are distributed across England. Chart 2: Estimated number of adult social care organisations in England by region Source: The size and structure of the adult social care sector and workforce in England, 2015 Eastern (1,900) East Midlands (1,400) London (3,400) North East (600) North West (2,100) South East (3,100) South West (2,100) West Midlands (1,800) Yorkshire and the Humberside (1,600) 4% 11% 8% 11% 12% 10% 9% 17% 19% 0% 5% 10% 15% 20% 25% Chart 3 shows that 44% of the estimated 1,600 adult social care organisations in the Yorkshire and Humber region provide residential care services and 56% provide nonresidential care services. Chart 3: Estimated proportion of adult social care organisations by service type Source: The size and structure of the adult social care sector and workforce in England, 2015 Residential, 44% Non-residential, 56% 0% 20% 40% 60% 80% 100%

12 Establishments or care providing locations The definition of an establishment used in this section includes all local units of employment, as opposed to only whole organisations that were counted in section above. For example, each individual care home within a large care providing organisation is counted in this section, whereas only the care providing organisation as a whole was counted in the previous section. Skills for Care estimate that there are 39,500 establishments/ care providing locations in England, 3,700 of which are in the Yorkshire and Humber region. Chart 4 below shows the proportion of care providing locations by region. Chart 4: Estimated number of adult social care establishment in England by region Source: The size and structure of the adult social care sector and workforce in England, 2015 Eastern (4,100) East Midlands (3,400) London (5,700) North East (2,000) North West (5,100) South East (6,800) South West (4,600) West Midlands (4,100) Yorkshire and the Humberside (3,700) Chart 5 shows that 53% of the estimated 3,700 adult social care establishments/care providing locations in the Yorkshire and Humber region provide residential care services and 47% provide non-residential care services. 5% 10% 9% 12% 10% 9% 13% 14% 17% 0% 5% 10% 15% 20% Chart 5: Estimated number of adult social care establishment in England by region Source: The size and structure of the adult social care sector and workforce in England, 2015 Residential, 53% Non-residential, 47% 0% 20% 40% 60% 80% 100% 2.3. Jobs in the adult social care sector Skills for Care estimates there are 1.55 million jobs in the adult social care sector, 10% (153,000 jobs) of which are in the Yorkshire and Humber region.

13 02 11 Table 1: Estimated number of adult social care jobs by job role group Source: The size and structure of the adult social care sector and workforce in England, 2015 England Yorkshire and Humber Total jobs % of jobs Total jobs % of jobs Total 1,550, ,000 Managerial 110,000 7% 11,000 7% Regulated profession 90,000 6% 9,000 6% Direct care 1,170,000 76% 116,500 76% Other 175,000 11% 17,500 12% Size and structure 2.4. Full-time equivalent jobs and people in the adult social care sector Full-time equivalent jobs It is estimated there are 1.18 million full-time equivalent jobs in the adult social care sector in England, and 117,000 in the Yorkshire and Humber region. These estimates have been created by applying contracted and additional hours data collected by the NMDS-SC to estimate the total number of jobs presented previously in this section. 37 hours or more per week has been classed as full-time. People People can hold more than one job in the adult social care sector. In England it is estimated that there are 1.48 million people doing 1.55 million jobs. In Yorkshire and Humber there are an estimated 146,500 people doing 153,000 jobs. Chart 6: Estimated number of jobs, full-time equivalent jobs and people working in the adult social care sector in the Yorkshire and Humber region Source: The size and structure of the adult social care sector and workforce in England, 2015 Jobs Full-time equivalent jobs People 153, , , , , , , Selected job roles Chart 7 below shows a breakdown of the number of jobs in the sector by job role. The size of each rectangle is proportional to the number of jobs for each particular role and the rectangles are shaded according to the job role group each corresponds to ( direct care, managerial, regulated professionals or other).

14 02 12 Chart 7: Estimated number of adult social care jobs by individual job roles in the Yorkshire and Humber region, 2014 * Others includes 14 job roles where it was estimated there were fewer than 5,000 jobs.

15 02 13 This section provides a more detailed breakdown of the adult social care workforce in terms of the types of job roles involved. Chart 7 shows that care worker was by far the most common job role in the adult social care sector with an estimated 78,000 (810,000 in England) of these roles being carried out as at Care workers accounted for half (51%) of all jobs in the adult social care sector in Yorkshire and Humber (52% in England). It also shows that jobs for direct payment recipients (15,000) was the second most common job role and ancillary jobs were the third most common (10,250). Size and structure Regulated professions The sub-sections below focus on the three main regulated professions in the adult social care sector. Although these roles make-up a relatively small proportion of the total adult social care workforce they are vital in the social care system and also in terms of integrated health and social care planning and delivery. Registered nurses As at 2014 there were an estimated 49,500 registered nurse jobs in the adult social care sector in England, and 4,750 in Yorkshire and Humber. The vast majority of these jobs were in care homes with nursing in the independent sector. This figure does not include registered nurse jobs in the NHS. Occupational therapists There were an estimated 21,500 occupational therapist jobs in the adult social care sector as at 2014 in England and 2,000 in Yorkshire and Humber. The national estimate includes 18,000 occupational therapist jobs in the NHS, these roles are considered to be social care related and have therefore been included as part of the adult social care workforce. The majority of the remaining occupational therapist jobs were for local authorities (2,600). Social workers As at 2014 there were an estimated 16,500 social worker jobs in the adult social care sector in England and 1,750 in Yorkshire and Humber. Social workers employed by the NHS have not been included in this total as there is not currently a published source of this information. Analysis performed by the Health and Social Care Information Centre suggests that, as at 2014, there were around 1,500 FTE social worker jobs in the NHS in England Job trends The number of adult social care jobs in the Yorkshire and Humber has increased by 7% (approximately 10,000 jobs) from 2011 to 2014, from an estimated 143,500 jobs to 153,000. Chart 8 shows the growth of adult social care jobs over the past three years.

16 02 14 The main changes seen in the adult social care sector over this time period include: a shift away from local authority services to independent employers, continued increase in the personalisation of adult social care services, increase in the number and percentage of jobs in domiciliary care, increase in jobs for care homes with nursing and a shift towards direct care providing job roles. Chart 8: Estimated number of adult social care jobs in the Yorkshire and Humber region, , , , ,000 50, Further information For more information and to perform your own analysis of data held in the NMDS-SC in your area please visit the Skills for Care Open Access NMDS-SC Dashboards at: There is a dashboard showing information about the following workforce areas discussed in this chapter: Estimated number of jobs in the adult social care sector Estimated number of people working in the adult social care sector Estimated number of care providing locations in the adult social care sector Whole time equivalent workforce information The NMDS-SC Dashboards act as a diagnostic tool to shine light on issues affecting the social care sector. NMDS-SC data is graphically presented in an easy to understand format with tailored interpretation, simple guidance and links to related resources. These dashboards are available to anyone with an interest in the social care sector, workforce planning, service commissioning or labour market intelligence. With flexible social care workforce information dashboards you can access and understand social care workforce information, select a workforce area of interest and choose your own comparator group and you can see information by your choice of geographical area, service, sector, job role, service user group and more.

17 Recruitment and retention Recruitment and retention 03

18 03 16 Overview of recruitment and retention information in the Yorkshire and Humber region Just under a third of all workers (30.9%) were new to their roles in the past 12 months; this is an estimated 47,000 new starters. The average age of a new starter to the adult social care sector is 34 years old. Workers have, on average, eight years of experience working in the adult social care sector and five years of experience in their current role. There is an estimated turnover rate of 25.1% across the sector in Yorkshire and Humber; this is around 38,500 leavers each year. It is estimated that 45% of leavers continue to work in the adult social care sector while 55% leave the sector. There is an estimated vacancy rate of 4.8% in the sector; this gives an estimated average of 6,550 vacancies in Yorkshire and Humber at any one time. The average number of sickness days taken by social care workers in the past 12 months was 5.4. This is at least 826,300 days lost to sickness in the past year. 3. Recruitment and retention This section looks at information about the number of new starters, start age and years of experience, the number of leavers and their destinations after leaving, number of vacancies and staff sickness rate New starters Skills for Care estimates that approximately 30.9% of the workforce started in their current role within the past 12 months. The managerial starters rate is lower at 16.4% in the Yorkshire and Humber region whereas regulated professions and direct care staff have a higher starter rate, at 27.4% and 34.1% respectively. This is approximately 47,000 new starters in Yorkshire and Humber each year. Chart 9: Estimated proportion of workers who have started their role in the past 12 months, England and Yorkshire and Humber England Yorkshire & Humber All job roles 30.3% 30.9% Managerial 16.5% 16.4% Regulated profession 25.9% 27.4% Direct care 33.7% 34.1% Other 21.5% 23.5% 0.0% 10.0% 20.0% 30.0% 40.0%

19 03 17 It should be noted that the starters rate shows people that are new to their role, this could be a mixture of those new to the adult social care sector and churn within the adult social care sector, i.e. people moving from different employers or within the same organisations. (See destinations of leavers) Start age The average age of a person joining the adult social care sector in Yorkshire and Humber is 34 years old. Managers tend to join the sector younger, at 33 years old. The other job roles group, which consists mostly of ancillary, admin staff and other non-care providing job roles has the oldest average joining age, at 37 years old. There is little difference between England averages and the Yorkshire and Humber region. Recruitment and retention Chart 10: Estimated average age joining the adult social care sector, England and Yorkshire and Humber England All job roles Managerial Regulated profession Direct care Other Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other Just under a third of direct care workers (30%) join the sector under the age of 24 years old. There is likely to be a large increase in demand for labour in the sector (see section 2.1). This is driven by societal demographic change and will mean employers and policy makers need to look wider than the traditional care worker demographic for recruitment in the future. Particular focus could be given to making the sector more attractive to males and younger workers. Skills for Care is working in conjunction with the government and other social care employers on a number of initiatives to encourage younger people to join the adult social care sector, for example I Care Ambassadors and apprenticeships

20 Experience of the adult social care workforce Experience in sector The adult social care workforce has an experienced core. Workers have, on average, eight years of experience in the sector and around 70% of the workforce has been working in the sector for at least three years. Chart 11 shows that managerial roles have the most experience in the sector, with an average of 14 years, followed by regulated professionals with an average of 12. Direct care staff have an average of 7 years of experience, however senior care workers have an average of 10 years of experience compared to the 6 years of care workers. Chart 11: Estimated average number of years of experience working in the adult social care sector by job role group, England and Yorkshire and Humber All job roles 7.8 Managerial 14.0 England Regulated profession Direct care Other All job roles 7.8 Yorkshire & Humber Managerial Regulated profession Direct care Other Just over a quarter (29%) of the workforce has less than three years of experience, and it has been shown that new starters have the highest turnover rate. In England as a whole, at least 40% of newly employed care workers leave within the first year, compared to an average care worker turnover rate of 29% 7. 7 NMDS-SC Trend briefing 2, Recruitment and retention

21 03 19 Chart 12: Estimated number of years of experience working in the adult social care sector by job role group, England and Yorkshire and Humber Up to three years 3 to 10 years More than 10 years All job roles 29% 45% 26% Managerial 9% 35% 56% Regulated profession 24% 35% 41% Direct care 32% 47% 21% 0% 20% 40% 60% 80% 100% Recruitment and retention Experience in role Workers have, on average, five years of experience in their current role. Almost half of workers (48%) have been in their role for less than three years, 39% for three to ten years and 13% for more than ten years. Chart 13: Estimated average number of years of experience working in current role by job role group, England and Yorkshire and Humber England Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other Chart 14 shows the length of time workers have been in their current role by job role. Managerial staff have the most experience in their roles (73% with more than three years) and direct care staff generally have the least experience (52% with less than three years).

22 03 20 Chart 14: Estimated number of years of experience working in current role by job role group, England and Yorkshire and Humber Up to three years 3 to 10 years More than 10 years All job roles Managerial Regulated profession Direct care Other 48% 27% 45% 52% 41% 43% 39% 39% 38% 42% 13% 31% 17% 10% 17% Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 3.3. Leavers and staff turnover 25% 25% 33% 27% 50% 65% 31% 55% 42% 45% 42% 40% 55% 49% 40% 30% 33% 27% 18% 37% 13% 27% 8% 20% 37% 8% 18% 0% 20% 40% 60% 80% 100% Skills for Care estimate that the staff turnover rate of directly employed staff working in the adult social care sector in the Yorkshire and Humber region is 25.1% and 24.0% in England. This is approximately 38,500 a year. The turnover rate of managerial staff is much lower, at 12.4% and is highest amongst direct care staff. Care workers in the Yorkshire and Humber region have a turnover rate of 30.3%, and senior care workers have a turnover rate of 18.1%. Chart 15: Estimated proportion of staff leaving their role each year by job role group, England and Yorkshire and Humber England All job roles Managerial Regulated profession Direct care Other 10.5% 16.3% 24.0% 24.2% 27.0% Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other 12.4% 16.6% 25.1% 26.7% 28.0% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0%

23 03 21 As well as varying between job role, turnover rates also vary between sectors, with the statutory local authority sector having a lower turnover rate than the private and voluntary sectors. 8 See chart below for details. Chart 16: Estimated proportion of staff leaving their role each year by sector, Yorkshire and Humber All sectors 25.1% Statutory local authority Private 10.8% 30.0% Recruitment and retention Voluntary 20.0% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% Destinations of leavers Although the estimated turnover rate of the adult social care sector is relatively high at 25% in Yorkshire and Humber, just fewer than 50% of those leavers move to a new role within the sector. This high level of churn within the sector allows some experience to be retained and developed. Churn within the sector is also highlighted by the gap between the average years workers have spent in their current job (five years) and the average number of years spent in the sector (eight years). Chart 17: Destination of leavers, England and Yorkshire and Humber Source. Raw NMDS-SC data 2014/2015 Destination of leavers to within the adult social care sector Destination of leavers not to within the adult social care sector England 41% 59% Yorkshire and the Humber 45% 55% 0% 20% 40% 60% 80% 100% For a more detailed breakdown of destinations after leaving, e.g. the health sector, adults care sector or agency, please see the statistical appendix on the Skills for Care website 8 It should be noted these figures do not include workers from establishments that ceased to operate during the period as leavers. This is especially relevant for local authorities as outsourcing and closures were common in 2014.

24 Please note that destination of leavers information is not available by job role or job role group. It should be noted NMDS-SC coverage of destinations of leavers is lower than for other areas of this report as employers do not always know where leavers go. As such these figures should be treated with some caution Vacancies Skills for Care estimate that 4.8% of the roles in the adult social care sector in the Yorkshire and Humber region are vacant, this gives an average of approximately 6,550 vacancies at any one time. Chart 18: Estimated proportion of vacant posts by job role group, England and Yorkshire and Humber England Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other 3.1% 2.9% 3.2% 3.0% 4.8% 5.2% 5.8% 6.4% 6.3% 7.9% 0.0% 1.0% 2.0% 3.0% 4.0% 5.0% 6.0% 7.0% 8.0% 9.0% Regulated professional roles had the highest vacancy rate at 6.4% in Yorkshire and Humber. This was mostly due to the high vacancy rate of registered nurses, at 7.3% Sickness rates The average number of days sick per worker in the past 12 months in the Yorkshire and Humber region was 5.4 days; this was slightly higher than the England average of 4.7 days. The average number of days sickness does not vary a large amount by job role group, with professional staff having the lowest sickness at 4.5 days, and managers/supervisor having 4.9 days. Social workers had the highest average sickness days at 9.2 days, whereas registered nurses had lower sickness at an average of 2.6 days.

25 03 23 With an estimated workforce of 153,000 in Yorkshire and Humber and an average of 5.4 sickness days, that is a total of at least 826,300 days lost to sickness every year. Chart 19: Estimated average number of sickness days in the past 12 months by job role group, England and Yorkshire and Humber England Yorkshire & Humber All job roles Managerial Regulated profession Recruitment and retention Direct care Other Further information For more information and to perform your own analysis of data held in the NMDS-SC in your area please visit the Skills for Care Open Access NMDS-SC Dashboards at: There is a dashboard showing information about the following workforce areas discussed in this chapter: Workforce turnover rates Workforce vacancy rates Length of time in current job role Workforce sickness rates There is also lots of useful information on the Skills for Care website about recruiting and retaining workers, including finding and keeping workers and values based recruitment and retention.

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27 Employment overview Employment overview 04

28 04 26 Overview of employment information in the Yorkshire and Humber region The majority of workers (88%) are permanently employed. Over half of the workforce are employed full-time (53%) and 38% part-time. Over a fifth of the workforce (21%) are on zero-hours contracts, this proportion is lower among managerial role (4%) and higher for direct care staff (26%). 4. Employment overview 4.1. Employment status The majority of the adult social care workforce is made up of directly employed workers on permanent contracts. The chart below shows employment status for England and the Yorkshire and Humber region. Chart 20: Estimated employment status, England and Yorkshire and Humber England Yorkshire & Humber Permanent Temporary Bank or pool Agency Other 4% 4% 7% 6% 2% 1% 2% 2% 85% 88% 0% 20% 40% 60% 80% 100% In Yorkshire and Humber, the role registered nurse has a higher reliance on bank/pool staff than other job roles, with 17% falling under this employing status Full/part-time status In the Yorkshire and Humber region over half of the workforce are on a full-time contract (53%), this is the same as the England average. Over a third (38%) work part-time and 9% are neither full nor part-time (workers without set hours). Chart 21: Estimated full/part-time status, England and Yorkshire and Humber Full-time Part-time Neither of these England 53% 36% 11% Yorkshire & Humber 53% 38% 9% 0% 20% 40% 60% 80% 100%

29 04 27 Full/part status varies by job role, as shown in Chart 22. Senior management roles (89%) and registered managers (96%) have the highest proportion of workers on a full-time contract. The majority of social workers (69%) and senior care workers (71%) are also on a full-time contract. Chart 22: Estimated full/part-time status by selected job role, Yorkshire and Humber Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 69% 59% 55% 56% 71% 49% 45% 89% 96% 31% 37% 28% 41% 26% 40% 46% 9% 3% 2% 1% 3% 17% 3% 3% 11% 9% 0% 20% 40% 60% 80% 100% Registered nurses, care workers and support and outreach workers have the lowest proportion of full-time workers (55%, 49% and 45% respectively), they are also the job roles with the highest number of people on zero-hours contracts. Please see section 4.3 for more details. Employment overview 4.3. Zero-hours contracts Chart 23 shows the proportion of workers who are recorded as being on zero-hours contracts. This number differs by job role group, with managerial and regulated professional roles generally having lower numbers on zero-hours contracts. The largest numbers are seen amongst direct care staff. Numbers are similar in the Yorkshire and Humber region and England. Chart 23: Estimated proportion of workers on zero-hours contracts by job role group, England and Yorkshire and Humber England Yorkshire & Humber All job roles 25% 21% Managerial 5% 4% Regulated profession 14% 12% Direct care 31% 26% Other 8% 7% 0% 10% 20% 30% 40% 50%

30 04 28 The job role with the highest proportion of workers on zero-hours contracts is care worker, at 30%, followed by registered nurses at 17% and support and outreach at 13%. The proportion of care workers on a zero-hours contract in domiciliary care is higher still at 54%. Chart 24: Estimated proportion of workers on zero-hours contracts by selected job role, Yorkshire and Humber Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 2% 2% 2% 3% 3% 5% 13% 17% 30% 0% 5% 10% 15% 20% 25% 30% 35% 4.4. Further information For more information and to perform your own analysis of data held in the NMDS-SC in your area please visit the Skills for Care Open Access NMDS-SC Dashboards at: There is a dashboard showing information about the following workforce areas discussed in this chapter: Full-time and part-time working Overview of workforce structure

31 Workforce demographics Workforce demographics 05

32 05 30 Overview of workforce demographics in the Yorkshire and Humber region The gender breakdown of the population in Yorkshire and Humber is 51% females and 49% males, in the adult social care workforce it is 84% females and 16% males. The average age of a worker is 42 years old and one in five workers are aged over 55 years old. In the Yorkshire and Humber region 89% of the population have a white ethnicity, the proportion of the adult social care workforce with a white ethnicity is very similar, at 90%. 91% of the adult social care workforce in the Yorkshire and Humber region have a British nationality; this is considerably lower when looking only at registered nurses, where 69% have a British nationality. 5. Employment overview Chapter 5 of this report looks at the demographics of the adult social care workforce, including a look at gender, age, ethnicity, nationality, country of birth and year of entry if not from the UK Gender Overall, the adult social care workforce remains one where females make up over 80% of the workforce. Chart 25 shows the proportion of male and female workers in the adult social care sector compared with the population of England. This pattern suggests pull factors to the sector for females (perhaps part-time working, the nature of the work) while also suggesting some push factors for males (potentially around salary levels and perceptions of the sector). Chart 25: Estimated gender of the adult social care sector and whole population, England and Yorkshire and Humber Males Females England Population Adult social care 18% 49% 82% 51% Yorkshire & Humber Population of Yorkshire & Humber Adult social care 16% 49% 84% 51% 0% 20% 40% 60% 80% 100% Chart 26 shows the gender of the adult social care workforce by job role group for England and the Yorkshire and Humber region. Gender does not vary significantly by job role group, however when looking at individual job roles (Chart 27) some have a higher proportion of males.

33 05 31 Chart 26: Estimated gender by job role group, England and Yorkshire and Humber Male Female England All job roles Managerial Regulated profession Direct care Other 18% 21% 15% 17% 23% 82% 79% 85% 83% 77% Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other 16% 19% 15% 15% 21% 84% 81% 85% 85% 79% 0% 20% 40% 60% 80% 100% In the Yorkshire and Humber region just under 30% of senior managers are males and approximately a fifth of community support and outreach workers, allied health professionals and social workers are also male. Chart 27: Estimated gender by selected job roles, Yorkshire and Humber Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 28% 13% 20% 9% 14% 20% 15% 15% 22% Male Female 72% 87% 80% 91% 86% 80% 85% 85% 78% 0% 20% 40% 60% 80% 100% Workforce demographics 5.2. Age The sector has often been described as having an ageing workforce, however it is more accurate to say the sector has consistently had a workforce with an older than average age profile. Chart 28 below shows the average age of a worker by job role group and selected job role. In the adult social care sector in the Yorkshire and Humber region the average age of a worker is 42, this is lower than in England. There is little difference in average age between job role groups, nor between England and the Yorkshire and Humber region.

34 05 32 Chart 28: Estimated average age by job role group, England and Yorkshire and Humber England Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other The chart below shows age bands of workers in the Yorkshire and Humber region by job role group and selected job roles. Just over one fifth of workers are aged 55 and over, meaning that they could retire within the next 10 years. As one would expect, those providing direct care have a slightly younger age profile than other broad job groups in the sector. It is interesting to note, from a workforce planning point of view in particular, that for both managerial and professional job role groups, more than one in four workers are aged 55 or over. Chart 29: Estimated age bands of job role groups and selected job roles, Yorkshire and Humber 18 to to and over All job roles Managerial Regulated profession Direct care Other Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 12% 1% 3% 14% 9% 1% 0% 4% 3% 2% 6% 5% 16% 6% 67% 73% 70% 67% 63% 64% 70% 76% 75% 67% 79% 75% 67% 71% 21% 26% 27% 18% 28% 35% 30% 20% 21% 30% 15% 20% 18% 23% 0% 20% 40% 60% 80% 100% Skills for Care is working in conjunction with the government and other social care employers on a number of initiatives to encourage younger people to join the adult social care, for example I Care Ambassadors and apprenticeships

35 Ethnicity The ethnicity profile of the population of England is similar to that of the adult social care workforce, with 85% white and 15% black minority ethnic (BME) compared to 80% white and 20% BME within adult social care. The population of the Yorkshire and Humber region have the ethnicity breakdown of 89% white and 11% BME compared to 90% white and 10% BME within adult social care. Chart 30: Estimated ethnicity of the adult social care sector and whole population, England and Yorkshire and Humber White BME England Population of England Adult social care 85% 80% 15% 20% Yorkshire & Humber Population of Yorkshire & Humber Adult social care 89% 90% 11% 10% 0% 20% 40% 60% 80% 100% The chart below shows the proportion of white and BME workers by job role group. Like the adult social care workforce as a whole, regulated professionals have the highest proportion of BME workers (27%). This is largely due to registered nurses, where 34% have recorded an ethnicity of non-white. Chart 31: Estimated ethnicity group by job role group, England and Yorkshire and Humber England All job roles Managerial Regulated profession Direct care Other White BME 80% 87% 66% 79% 89% 20% 13% 34% 21% 11% Workforce demographics Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other 5.4. Nationality 90% 95% 73% 90% 95% 10% 5% 27% 10% 5% 0% 20% 40% 60% 80% 100% The overall nationality of the adult social care workforce follows a similar pattern to that of ethnicity, with the Yorkshire and Humber region having higher levels of British workers

36 05 34 than the rest of England. Also, similarly to ethnicity, the higher proportion of non-british regulated professional workers in Yorkshire and Humber are largely due to registered nurses, where 31% are non-british. Chart 32: Estimated nationality group by job role group, England and Yorkshire and Humber British Non-British England All job roles Managerial Regulated profession Direct care Other 82% 90% 69% 81% 87% 18% 10% 31% 19% 13% Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other 91% 96% 77% 92% 94% 9% 4% 23% 8% 6% 0% 20% 40% 60% 80% 100% Chart 33 shows the top five nationalities of workers recorded in the NMDS-SC as non- British. In the Yorkshire and Humber region, 15% of non-british workers are from Poland and 13% are from the Philippines. Chart 33: Top five nationalities of non-british workers, Yorkshire and Humber Source. Raw NMDS-SC data 2014/2015 Poland Philippines Zimbabwe India Nigeria 5% 7% 13% 12% 15% 5.5. Country of birth 0% 2% 4% 6% 8% 10% 12% 14% 16% 18% Looking at the country of birth of workers provides a slightly different perspective to that of nationality. Chart 34 shows that a greater proportion of the workforce was born outside the UK than the proportion of non-british workers suggesting that some workers have gained British nationality since arriving in the UK.

37 05 35 Chart 34: Country of birth group by job role group, England and Yorkshire and Humber Source. Raw NMDS-SC data 2014/2015 UK born Non-UK born England All job roles Managerial Regulated profession Direct care Other 77% 85% 59% 77% 85% 23% 15% 41% 23% 15% Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other 90% 93% The NMDS-SC allows us to analyse workers born outside the UK by their year of entry into the UK. Chart 35 shows that in Yorkshire and Humber, 16% of non-uk born workers have arrived in the UK in since 2011 while a 16% have been in the UK since pre-1995 and may now hold a British passport. 68% 90% 93% 32% Chart 35: Year of entry to the UK, of non-uk born, England and Yorkshire and Humber Source. Raw NMDS-SC data 2014/ % 7% 10% 7% 0% 20% 40% 60% 80% 100% Workforce demographics England Yorkshire & Humber Pre % 16% % 4% % 20% % 24% % 25% present 16% 21% 0% 5% 10% 15% 20% 25% 30% It should be noted that employers did not always know the year of arrival for their workers and therefore these figures are based on fewer responses than other areas of this report.

38 Further information For more information and to perform your own analysis of data held in the NMDS-SC in your area please visit the Skills for Care Open Access NMDS-SC Dashboards at: There is a dashboard showing information about the following workforce areas discussed in this chapter: Workforce age profile Workforce gender profile Workforce ethnicity profile Workforce nationality profile And population demographic dashboards using Census 2011 data

39 Pay rates Pay rates 06

40 06 38 Overview of average pay rates in the Yorkshire and Humber region The figures in this section use independent sector data as at March 2015 and local authority data as at September 2014 Registered manager annual pay was 27,200 Occupational therapist annual pay was 24,100 Registered nurse annual pay was 23,450 Social worker annual pay was 30,000 Senior care worker hourly rate was This was 1.47 above the 2014 National Minimum Wage (NMW) and 12p above the 2014 UK Living Wage. Care worker hourly rate was This was 67p above the 2014 NMW and 68p below the 2014 UK living wage. 6. Pay, qualifications and training The NMDS-SC collects pay rates at annual or hourly intervals, or the user can state that a worker is unpaid. The NMDS-SC also collects information about workers contracted hours. The information in this section shows full-time equivalent (FTE) average salaries. Pay data was converted into FTE annual salaries using an average working week of 37 hours (the full-time equivalent). Hourly pay data was also converted into annual salaries based on the full-time equivalent. Converting pay in this way allows for pay of full-time and part-time workers to be better compared Average full-time equivalent annual salaries Pay rates in the Yorkshire and Humber region were less than the England average. The chart below shows average full-time equivalent annual salaries by job role group. Managerial staff were the highest paid, closely followed by regulated professionals. Chart 36: Estimated average full-time equivalent annual salaries by job role group, England and Yorkshire and Humber Managerial Regulated profession Direct care Other England Yorkshire & Humber 14,600 14,250 15,400 14,750 26,150 25,850 26,300 25, ,000 10,000 15,000 20,000 25,000 30,000

41 06 39 Chart 37 below shows average full-time equivalent annual salaries for selected managerial and regulated professional job roles. In Yorkshire and Humber senior management were the highest paid roles. The average annual pay rate for a registered nurse in Yorkshire and Humber region was 23,450 this was 850 less than the England average. Chart 37: Estimated average full-time equivalent annual salaries by selected job role, England and Yorkshire and Humber England Yorkshire & Humber Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional 32,850 33,350 27,700 27,200 31,600 30,000 28,050 24,100 24,300 23,450 33,100 31,450 Senior care worker Care worker Support and outreach 15,850 15,350 14,150 13,800 18,000 17, ,000 20,000 30,000 40,000 Pay rates 6.2. Average hourly pay rates Chart 38 below shows mean hourly pay for job role groups in the adult social care sector, and how these compare to the 2014 National Minimum Wage and the 2014 UK Living Wage. The Living Wage is an independently-set hourly rate calculated according to the basic cost of living in the UK and as at 2014 was 7.85 outside of London and 9.15 in London 10. The mean hourly rate for managerial staff in the Yorkshire and Humber region was 13.28, for a regulated professional it was and for a direct care worker it was For information about the Living Wage please visit

42 06 40 Chart 38: Estimated average hourly pay rate by job role group, England and Yorkshire and Humber Managerial Regulated profession Direct care Other National minimum wage UK Living Wage England Yorkshire & Humber The chart below shows the mean hourly pay rates for selected direct care roles in England and the Yorkshire and Humber region. Senior care workers were paid an average of 7.97 in Yorkshire and Humber; this was 1.47 more than the 2014 National Minimum Wage and 12p more than the 2014 UK Living Wage. Care workers were paid an average of 7.35 in England and 7.17 in Yorkshire and Humber. Care workers in Yorkshire and Humber were paid 67p more than the 2014 National Minimum Wage and 68p less than the 2014 UK living wage. Chart 39: Estimated average hourly pay rate by selected job roles, England and Yorkshire and Humber England Yorkshire & Humber Senior care worker Care worker Support and outreach National minimum wage UK Living Wage

43 06 41 In April 2016 a new mandatory National Living Wage (NLW) for workers aged 25 and above will be introduced, initially set at Analysis of the NMDS-SC shows that, as at September 2014, approximately 50% (56,900) of adult social care workers aged 25 and over in Yorkshire and Humber were paid less than Chart 40 shows how care worker hourly pay rates differ by sector, with the statutory local authority sector having higher pay than the private and voluntary sectors. This pattern is consistent across other job roles too. Chart 40: Estimated care worker average hourly pay rate by sector, England and Yorkshire and Humber England Yorkshire & Humber All sectors Statutory local authority Private Voluntary Further information For more information and to perform your own analysis of data held in the NMDS-SC in your area please visit the Skills for Care Open Access NMDS-SC Dashboards at: Pay rates There is a dashboard showing information about the following workforce areas discussed in this chapter: Workforce annual pay rates Workforce hourly pay rates Whole time equivalent workforce information 11 National Living Wage -

44

45 Qualifications and training 07 Qualifications and training

46 07 44 Overview of qualification and training information in the Yorkshire and Humber region Skills for Care believe employers should develop their staff beyond induction to ensure that they have a capable, confident and skilled workforce. Analysis of NMDS-SC shows over two thirds of workers had completed an induction, while a further 10% had their induction in progress (through being new to their role). 84% of senior care workers and 46% of care workers hold a qualification at level 2 or above. Of the workers with training recorded in the NMDS-SC, the most populated categories of training were moving and handling (73%) and safeguarding adults (71%). 7. Pay, qualifications and training The Skills for Care website lists the following benefits of qualifications: Quality service - completion of qualifications develops a professional culture within an organisation which leads to highly skilled and competent workers providing high quality care and support. Safety - training and qualifications in the key areas of health and safety provide reassurance about workers confidence and competence. Value for money - it is in the interest of both the organisation and individual staff that employers make the most of their potential and realise the benefits. Qualification achievements give considerable added value and assist workforce planning in the organisation. Retention - workers who receive structured learning and development feel valued and supported and are more likely to remain in their post. This can reduce staff turnover meaning less spend on recruiting new staff. Marketability - A qualified workforce is flexible, inspired and more able to respond to change. Customer confidence and satisfaction is increased and the reputation of the organisation is enhanced Induction Analysis of the NMDS-SC shows over two thirds of workers had completed an induction (69%), while a further 10% had their induction in progress (through being new to their role). NMDS-SC data shows that for around one in five workers, employers recorded that induction was not applicable. For workers not providing direct care, it may be that only certain elements of induction are undertaken, although it is considered good practice to fully induct all workers regardless of role.

47 07 45 Chart 41: Estimated induction status by job role group, England and Yorkshire and Humber Induction complete Induction in Progress Not applicable England All job roles Managerial Regulated profession Direct care Other 69% 64% 66% 72% 56% 11% 4% 7% 11% 16% 28% 20% 32% 26% 17% Yorkshire & Humber All job roles Managerial Regulated profession Direct care Other 7.2. Care Certificate 69% 63% 65% 72% 57% 10% 4% 8% 9% 15% 21% 33% 27% 19% 27% 0% 20% 40% 60% 80% 100% The Care Certificate, launched in April 2015, is an identified set of standards that health and social care workers adhere to in their daily working life. Designed with the non-regulated workforce in mind, the Care Certificate gives everyone the confidence that workers have the same introductory skills, knowledge and behaviours to provide compassionate, safe and high quality care and support. It: applies across health and social care links to National Occupational Standards and units in qualifications covers what is required to be caring, giving workers a good basis from which they can further develop their knowledge and skills. The National Minimum Data Set for Social Care has been collecting information about the number of workers who have achieved, and are working toward, the Care Certificate since April Skills for Care plan to publish this information later in For more information about the Care Certificate please visit Certificate Qualifications held Qualifications and training The chart below shows the proportion of workers who have achieved qualifications at level two or above for selected direct care roles. In Yorkshire and Humber 84% of senior care workers are recorded as having a qualification at level two or above, as do 46% of care

48 07 46 workers. The proportion of workers with these qualifications is similar in Yorkshire and Humber to England. Chart 42: Estimated proportion of senior care workers and care workers with a qualification at level two or above, England and Yorkshire and Humber Senior care worker Care worker England Yorkshire & Humber 46% 46% 82% 84% 0% 20% 40% 60% 80% 100% Chart 43 shows that in Yorkshire and Humber 50% of senior care workers have a highest qualification at level three and 8% at level four. 32% of care workers have a highest qualification at level two and 12% at level three. In the Yorkshire and Humber region 50% of care workers have recorded holding no relevant social care qualifications, but may hold an induction, the Care Certificate or training relevant to their role. Chart 43: Estimated proportion of senior care workers and care workers by qualification level, England and Yorkshire and Humber England Senior care worker Care worker Entry or level 1 0% 1% Level 2 24% 31% Level 3 13% Level 4 or above 2% 10% Other relevant social care qualifications 2% 2% No relevant social care qualifications 16% 48% 51% Yorkshire & Humber Entry or level 1 0% 0% Level 2 26% 32% Level 3 12% 50% Level 4 or above Other relevant social care qualifications No relevant social care qualifications 8% 3% 3% 3% 13% 50% 0% 20% 40% 60%

49 Training The NMDS-SC provides employers with the option of recording training data in addition to accredited qualifications; the NMDS-SC has 22 training categories under which any training can be recorded. The NMDS-SC holds information about almost 2.5 million incidents of training in England, and 288,000 in Yorkshire and Humber. Chart 44 shows the ten most highly populated training categories. In the Yorkshire and Humber region almost three quarters of workers (73%), with training data recorded, have recorded training within the category of moving and handling, 71% within the category safeguarding adults and 62% within Health and safely. Chart 44: Top ten training categories populated, England and Yorkshire and Humber Source. Raw NMDS-SC data 2014/2015 England Moving and Handling Safeguarding Adults Health and Safety Any other not in the above categories Fire safety Food Hygiene/Handling Prevention and control of infection Medication safe handling and awareness First Aid Dementia Care 72% 68% 59% 59% 58% 55% 54% 47% 46% 37% 0% 10% 20% 30% 40% 50% 60% 70% 80% Moving and Handling Safeguarding Adults Health and Safety Any other not in the above categories Fire safety Food Hygiene/Handling Prevention and control of infection First Aid Medication safe handling and awareness Mental Capacity & Deprivation of Liberty* Yorkshire & Humber 73% 71% 62% 62% 61% 57% 56% 46% 45% 43% Qualifications and training * Mental Capacity Act and Deprivation of Liberty Safeguards 0% 20% 40% 60% 80%

50 Further information For more information and to perform your own analysis of data held in the NMDS-SC in your area please visit the Skills for Care Open Access NMDS-SC Dashboards at: There is a dashboard showing information about the following workforce areas discussed in this chapter: Workforce qualifications held profile Workforce qualification in progress profile Workforce induction status Workforce training profile Skills for Care has a leading role in determining the structure and content of vocational qualifications in adult social care to ensure that they are fit for purpose. There is lots of information on the Skills for Care website about qualifications, apprenticeships, skills and standards, including tools such as the Skills Selector, information about training materials. Please see the Skills for Care website for more details.

51 Users and uses of the NMDS-SC and further resources 08 Further resources

52 Users and uses of the NMDS-SC and further resources Skills for Care provides outstanding workforce intelligence relied upon by government, strategic bodies, employers and individuals to make decisions that will improve outcomes for people who use services. NMDS-SC is recognised as the leading source of workforce intelligence for adult social care. This chapter provides an overview of some of the reports and resources published by Skills for Care that use NMDS-SC information The size and structure of the adult social care sector and workforce in England The annual Size and Structure of the Adult Social Care Sector and Workforce in England includes estimates of the number of care providing organisations, establishments/ care providing locations, people and job estimates, trend data and future projections. To access this report please visit The state of the adult social care sector and workforce in England This report uses data from the NMDS-SC to explore characteristics of the adult social care sector, including demographic information, recruitment and retention issues, pay rates, and qualifications and training information. This report also includes a chapter about recent research that has been conducted, the economic contribution of the sector and a review of how policy changes may affect it. To access this report please visit Local authority area reports There are a series of two page summary reports for each of the 152 local authority areas in England, these reports are published twice a year, the latest reports focus on job role estimates by local authority area. To access any of these reports pleas e visit

53 NMDS-SC briefings and trend briefings Skills for Care publishes four to five short reports each year which highlight specific issues in the adult social care sector. Examples of briefing topics that have been covered in 2014/2015 include: Experience of the adult social care workforce Social workers in the adult social care sector Diversity of the adult social care sector Registered nurses in the adult social care sector Care worker pay trends To access these briefings please visit NMDS-SC Dashboards Dashboards act as a diagnostic tool to shine light on issues affecting the adult social care sector and workforce. NMDS-SC data is graphically presented in an easy to understand format with tailored interpretation, simple guidance and links to related resources. Dashboards allow you to explore the following areas: There are two sets of Dashboard available: My NMDS-SC Dashboards- available to social care providers registered with the NMDS-SC. Open Access NMDS-SC Dashboards- These are available to anyone with an interest in the social care sector, workforce planning, service commissioning or labour market intelligence. To access the NMDS-SC Dashboards and supporting materials please visit Further resources