The adult social care sector and workforce in. West Midlands

The adult social care sector and workforce in West Midlands 2015

Published by Skills for Care, West Gate, 6 Grace Street, Leeds LS1 2RP www.skillsforcare.org.uk 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. This work was researched and compiled by Sarah Davison and Gary Polzin in Skills for Care s data analysis team.

Contents Size and structure Recruitment and retention Employment overview Workforce demographics Pay rates Qualifications and training Further resources Introduction Foreword 21 01. Introduction 23 02. 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 913 03. Recruitment and retention 11 15 New starters 11 16 Experience of the adult social care workforce 13 18 Leavers and staff turnover 15 20 Vacancies 17 22 Sickness rates 17 22 04. Employment overview 19 25 Employment status 19 26 Full/part-time status 19 26 Zero-hours contracts 20 27 05. Workforce demographics 22 29 Gender 22 30 Age 23 31 Ethnicity 25 33 Nationality 25 33 Country of birth 26 34 06. Pay rates 29 37 Average full-time equivalent annual salaries 29 38 Average hourly pay rates 30 39 07. Qualifications and training 33 43 Induction 33 44 Care Certificate 34 45 Qualifications held 34 45 Training 36 47 08. Users and uses of the NMDS-SC and further resources 38 49 Workforce intelligence publications 38 50 NMDS-SC Dashboards 39 51 Analytical service 40 52 Statistical appendix 40 52 Keeping informed 40 52

Foreword This report provides an overview of the adult social care sector and workforce in the West Midlands 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 West Midlands region alone, Skills for Care has data from over 2,600 establishments/ care providing locations and from over 81,500 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 West Midlands region There are an estimated 1,800 organisations involved in providing or organising adult social care, and an estimated 4,100 establishments or care providing locations. There are an estimated 161,500 jobs in the adult social care sector. Just under a third of all workers (32.4%) were new to their roles in the previous 12 months; this is an estimated 52,500 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 25.3% across the sector; this is around 41,000 leavers each year. There is an estimated vacancy rate of 5.5% in the sector; this gives an estimated average of 7,950 adult social care vacancies at any one time. Under a quarter of the workforce (23%) are on zero-hours contracts, this proportion is lower among managerial role (6%) and higher for direct care staff (28%). The average age of a worker is 43 years old and one in five workers is aged over 55 years old. In 2014/2015, the average registered manager annual pay was 28,050, occupational therapist annual pay was 27,450, registered nurse annual pay was 24,750 and social worker annual pay was 31,300. The average senior care worker hourly rate was 8.35. This was 1.85 above the 2014 National Minimum Wage (NMW) and 50p above the 2014 UK Living Wage. The average care worker hourly rate was 7.26. This was 76p above the 2014 NMW and 59p below the 2014 UK living wage. 85% of senior care workers and 51% of care workers hold a qualification at level 2 or above.

Introduction Introduction 01

01 4 1. Introduction This report provides an overview of the adult social care sector and workforce in the West Midlands region as at 2014/2015 1. 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 West Midlands region or has an interest in the adult social care sector and workforce. 1.1. About Skills for Care Skills for Care is the employer-led workforce development body for adult social care in, 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 4.8 billion in the West Midlands. Skills for Care works with employers across 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 www.skillsforcare.org.uk. 1.2. 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 2006. 1 Independent sector information is derived from the NMDS-SC as at March 2015, local authority information is correct as at September 2014. Estimates of the size of the workforce are correct as at 2014.

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 www.skillsforcare.org.uk/nmds-sc. 1.3. 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 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 www.skillsforcare.org.uk/regionalreports. 2 www.skillsforcare.org.uk/sizeandstructure

Size and structure Size and structure 02

02 8 Overview of the size and structure of the West Midlands region The total population in the West Midlands is 5.6 million. The number of people aged 65 and older is projected to increase by 19% by 2025. There are an estimated 1,800 organisations involved in providing or organising adult social care, and 4,100 establishments or care providing locations. There are an estimated 161,500 jobs in the adult social care sector in the West Midlands. 7% of jobs are managerial, 6% regulated professionals, 76% direct care and 11% other These jobs are performed by 155,000 people, this is 10% of the economically active population of the West Midlands. 2. Size and structure 2.1. The West Midlands population The population of the West Midlands region, according to the Census 2011 3 was 5.6 million; this was 11% of the population of (at 53 million). And according to NOMIS 4 2015, the West Midlands has an economically active population of 2.77 million people. The chart below shows the estimated population projections of people aged 65 and over in the West Midlands. 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 19% between 2015 and 2025 from 1,052,000 to 1,248,200. The number of people aged 18-64 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) 400,000 300,000 200,000 100,000 0 2015 2016 2018 2020 2025 People aged 65-69 People aged 70-74 People aged 75-79 People aged 80-84 People aged 85-89 People aged 90 and over 3 http://www.ons.gov.uk/ons/guide-method/census/2011 4 https://www.nomisweb.co.uk 5 www.poppi.org.uk and www.pansi.org.uk

02 9 2.2. Organisations and establishments involved in providing or organising adult social care 2.2.1. 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 10% of these (1,800) are in the West Midlands. The chart below shows how these organisations are distributed across. Chart 2: Estimated number of adult social care organisations in by region Source: The size and structure of the adult social care sector and workforce in, 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) Chart 3 shows that 44% of the estimated 1,800 adult social care organisations in the West Midlands region provide residential care services and 56% provide non-residential care services. 4% 8% 11% 11% 12% 10% 9% 17% 19% 0% 5% 10% 15% 20% 25% 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, 2015 Residential, 44% Non-residential, 56% 0% 20% 40% 60% 80% 100%

02 10 2.2.2. 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 2.2.1 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, 4,100 of which are in the West Midlands region. Chart 4 below shows the proportion of care providing locations by region. Chart 4: Estimated number of adult social care establishment in by region Source: The size and structure of the adult social care sector and workforce in, 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) 10% 9% 0% 5% 10% 15% 20% Chart 5 shows that 51% of the estimated 4,100 adult social care establishments/care providing locations in the West Midlands region provide residential care services and 49% provide non-residential care services. 5% 12% 10% 9% 13% 14% 17% Chart 5: Estimated number of adult social care establishment in by region Source: The size and structure of the adult social care sector and workforce in, 2015 Residential, 51% Non-residential, 49% 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% (161,500 jobs) of which are in the West Midlands region.

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, 2015 West Midlands Total jobs % of jobs Total jobs % of jobs Total 1,550,000 161,500 Managerial 110,000 7% 11,500 7% Regulated profession 90,000 6% 9,000 6% Direct care 1,170,000 76% 123,000 76% Other 175,000 11% 18,500 11% 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, and 124,500 in the West Midlands 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 it is estimated that there are 1.48 million people doing 1.55 million jobs. In the West Midlands there are an estimated 155,000 people doing 161,500 jobs. Chart 6: Estimated number of jobs, full-time equivalent jobs and people working in the adult social care sector in the West Midlands region Source: The size and structure of the adult social care sector and workforce in, 2015 Jobs Full-time equivalent jobs People 161,500 124,500 155,000 0 50,000 100,000 150,000 200,000 2.5. 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).

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

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 85,000 (810,000 in ) of these roles being carried out as at 2014. Care workers accounted for over half (53%) of all jobs in the adult social care sector in the West Midlands (52% in ). It also shows that jobs for direct payment recipients (13,750) was the second most common job role and ancillary jobs were the third most common (10,500). Size and structure 2.5.1. 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, and 5,250 in the West Midlands. 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 and 2,250 in the West Midlands. 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 and 1,750 in the West Midlands. 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. 2.6. Job trends The number of adult social care jobs in the West Midlands region has increased by 6% (approximately 9,500 jobs) from 2011 to 2014, from an estimated 152,000 jobs to 161,500. Chart 8 shows the growth of adult social care jobs over the past three years.

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 West Midlands, 2011-2014 250,000 200,000 150,000 100,000 50,000 0 2011 2012 2013 2014 2.7. 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: www.nmds-sc-online.org.uk/reportengine/dashboard.aspx. 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.

Recruitment and retention Recruitment and retention 03

03 16 Overview of recruitment and retention information in the West Midlands region Just under a third of all workers (32.4%) were new to their roles in the past 12 months; this is an estimated 52,500 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 25.3% across the sector in the West Midlands; this is around 41,000 leavers each year. It is estimated that 41% of leavers continue to work in the adult social care sector while 59% leave the sector. There is an estimated vacancy rate of 5.5% in the sector; this gives an estimated average of 7,950 vacancies in the West Midlands at any one time. The average number of sickness days taken by social care workers in the past 12 months was 4.9. This is at least 790,600 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. 3.1. New starters Skills for Care estimates that approximately 32.4% of the workforce started in their current role within the past 12 months. The managerial starters rate is lower at 15.8% in the West Midlands whereas regulated professions and direct care staff have a higher starter rate, at 27.4% and 37.1% respectively. This is approximately 52,500 new starters in the West Midlands each year. Chart 9: Estimated proportion of workers who have started their role in the past 12 months, and West Midlands West Midlands All job roles Managerial 16.5% 15.8% Regulated profession Direct care Other 21.5% 18.7% 25.9% 27.4% 30.3% 32.4% 33.7% 37.1% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 40.0%

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) 3.1.1. Start age The average age of a person joining the adult social care sector in the West Midlands is 34 years old. Managers tend to join the sector younger, at 32 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 averages and the West Midlands. Recruitment and retention Chart 10: Estimated average age joining the adult social care sector, and West Midlands All job roles Managerial Regulated profession Direct care Other 32.6 34.6 34.0 34.5 37.0 West Midlands All job roles Managerial Regulated profession Direct care Other 31.9 34.0 33.0 33.9 36.8 29.0 30.0 31.0 32.0 33.0 34.0 35.0 36.0 37.0 38.0 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 6. 6 www.skillsforcare.org.uk/finding-and-keeping-workers

03 18 3.2. 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 15 years, followed by regulated professionals with an average of 13. Direct care staff have an average of 7 years of experience, however senior care workers have an average of 11 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, and West Midlands All job roles Managerial Regulated profession Direct care Other 6.7 7.8 8.0 12.2 14.0 West Midlands All job roles Managerial Regulated profession Direct care Other 6.8 7.9 8.0 12.8 14.5 0.0 2.0 4.0 6.0 8.0 10.0 12.0 14.0 16.0 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 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 http://www.skillsforcare.org.uk/briefings

03 19 Chart 12: Estimated number of years of experience working in the adult social care sector by job role group, and West Midlands Up to three years 3 to 10 years More than 10 years All job roles 29% 44% 27% Managerial 9% 33% 58% Regulated profession 20% 35% 45% Direct care 32% 45% 22% 0% 20% 40% 60% 80% 100% Recruitment and retention Experience in role Workers have, on average, five years of experience in their current role. Over half of workers (51%) have been in their role for less than three years, 38% for three to ten years and 12% for more than ten years. Chart 13: Estimated average number of years of experience working in current role by job role group, and West Midlands West Midlands All job roles 4.6 4.8 Managerial 7.8 8.1 Regulated profession 5.2 5.4 Direct care 4.1 4.2 Other 5.4 5.8 0.0 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 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 (70% with more than three years) and direct care staff generally have the least experience (55% with less than three years).

03 20 Chart 14: Estimated number of years of experience working in current role by job role group, and West Midlands Up to three years 3 to 10 years More than 10 years All job roles Managerial Regulated profession Direct care Other 51% 30% 48% 55% 41% 43% 38% 38% 36% 43% 12% 27% 14% 9% 16% 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 27% 27% 35% 38% 53% 46% 34% 58% 45% 42% 42% 40% 38% 47% 36% 37% 45% 35% 31% 31% 25% 25% 10% 9% 18% 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 West Midlands is 25.3% and 24.0% in. This is approximately 41,000 a year. The turnover rate of managerial staff is much lower, at 11.5% and is highest amongst direct care staff. Care workers in the West Midlands region have a turnover rate of 31.0%, and senior care workers have a turnover rate of 14.8%. Chart 15: Estimated proportion of staff leaving their role each year by job role group, and West Midlands All job roles Managerial Regulated profession Direct care Other 10.5% 16.3% 24.0% 24.2% 27.0% West Midlands All job roles Managerial Regulated profession Direct care Other 11.5% 15.2% 25.3% 25.9% 28.7% 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0%

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, West Midlands All sectors 25.3% Statutory local authority Private Voluntary 11.4% 20.0% 29.3% Recruitment and retention 0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0% 3.3.1. Destinations of leavers Although the estimated turnover rate of the adult social care sector is relatively high at 25% in the West Midlands, just over 40% 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, and West Midlands 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 West Midlands 41% 41% 59% 59% 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 www.skillsforcare.org.uk/regionalreports. Please note that destination of leavers information is not available by job role or job role group. 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.

03 22 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. 3.4. Vacancies Skills for Care estimate that 5.5% of the roles in the adult social care sector in the West Midlands region are vacant, this gives an average of approximately 7,950 vacancies at any one time. Chart 18: Estimated proportion of vacant posts by job role group, and West Midlands West Midlands All job roles 5.8% 5.5% Managerial 3.1% 1.8% Regulated profession 7.9% 5.4% Direct care 6.3% 6.4% Other 3.2% 2.3% 0.0% 1.0% 2.0% 3.0% 4.0% 5.0% 6.0% 7.0% 8.0% 9.0% Direct care roles had the highest vacancy rate at 6.4% in the West Midlands. 3.5. Sickness rates The average number of days sick per worker in the past 12 months in the West Midlands was 4.9 days; this was slightly higher than the average of 4.7 days. The average number of days sickness does not vary a large amount by job role group, with managers/ supervisor staff having the lowest sickness at 3.9 days, and direct care workers having 5.0 days. Social workers had the highest average sickness days at 8.8 days, whereas senior management had lower sickness at an average of 1.9 days. With an estimated workforce of 161,500 in the West Midlands and an average of 4.9 sickness days, that is a total of at least 790,600 days lost to sickness every year.

03 23 Chart 19: Estimated average number of sickness days in the past 12 months by job role group, and West Midlands West Midlands All job roles 4.7 4.9 Managerial 3.9 3.9 Regulated profession 4.3 4.6 Direct care 4.8 5.0 Other 4.8 4.9 0.0 1.0 2.0 3.0 4.0 5.0 6.0 Recruitment and retention 3.6. 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: www.nmds-sc-online.org.uk/reportengine/dashboard.aspx. 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. www.skillsforcare.org.uk.

Employment overview Employment overview 04

04 26 Overview of employment information in the West Midlands region The majority of workers (87%) are permanently employed. Over half of the workforce are employed full-time (52%) and 38% part-time. Under a quarter of the workforce (23%) are on zero-hours contracts, this proportion is lower among managerial role (6%) and higher for direct care staff (28%). 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 and the West Midlands. Chart 20: Estimated employment status, and West Midlands West Midlands Permanent Temporary Bank or pool Agency Other 4% 3% 7% 7% 2% 1% 2% 1% 85% 87% 0% 20% 40% 60% 80% 100% In the West Midlands, the role registered nurse has a higher reliance on bank/pool staff than other job roles, with 16% falling under this employing status. 4.2. Full/part-time status In the West Midlands region over half of the workforce are on a full-time contract (52%), this is slightly lower than the average, at 53%. Over a third (38%) work part-time and 10% are neither full nor part-time (workers without set hours). Chart 21: Estimated full/part-time status, and West Midlands Full-time Part-time Neither of these 53% 36% 11% West Midlands 52% 38% 10% 0% 20% 40% 60% 80% 100%

04 27 Full/part status varies by job role, as shown in Chart 22. Registered managers (95%) and senior management roles (84%) have the highest proportion of workers on a full-time contract. The majority of social workers (72%) and senior care workers (71%) are also on a full-time contract. Chart 22: Estimated full/part-time status by selected job role, West Midlands Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 84% 95% 72% 58% 54% 48% 71% 49% 42% 24% 40% 31% 49% 25% 39% 49% 12% 4% 2% 4% 2% 15% 3% 4% 12% 9% 0% 20% 40% 60% 80% 100% Registered nurses, care workers and support and outreach workers are amongst the lowest proportion of full-time workers (54%, 49% and 42% 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 West Midlands and. Chart 23: Estimated proportion of workers on zero-hours contracts by job role group, and West Midlands West Midlands All job roles 25% 23% Managerial 5% 6% Regulated profession 14% 12% Direct care 31% 28% Other 8% 7% 0% 10% 20% 30% 40% 50%

04 28 The job role with the highest proportion of workers on zero-hours contracts is care worker, at 31%, followed by support and outreach and registered nurses, both at 16%. The proportion of care workers on a zero-hours contract in domiciliary care is higher still at 53%. Chart 24: Estimated proportion of workers on zero-hours contracts by selected job role, West Midlands Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 4% 3% 3% 2% 3% 9% 16% 16% 31% 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: www.nmds-sc-online.org.uk/reportengine/dashboard.aspx. 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

Workforce demographics Workforce demographics 05

05 30 Overview of workforce demographics in the West Midlands region The gender breakdown of the population in the West Midlands 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 43 years old and one in five workers are aged over 55 years old. In the West Midlands region 83% of the population have a white ethnicity, the proportion of the adult social care workforce with a white ethnicity is very similar, at 80%. 86% of the adult social care workforce in the West Midlands has 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. 5.1. 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. 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). Although the gender breakdown of the population of West Midlands and are the same, the proportion of males (16%) in adult social care in the West Midlands is slightly lower than in (18%). Chart 25: Estimated gender of the adult social care sector and whole population, and West Midlands Males Females Population Adult social care 18% 49% 82% 51% West Midlands Population of West Midlands 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 and the West Midlands. 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.

05 31 Chart 26: Estimated gender by job role group, and West Midlands Male Female All job roles Managerial Regulated profession Direct care Other 18% 21% 15% 17% 23% 82% 79% 85% 83% 77% West Midlands All job roles Managerial Regulated profession Direct care Other 16% 19% 15% 15% 18% 84% 81% 85% 85% 82% 0% 20% 40% 60% 80% 100% In the West Midlands region just under a third of senior managers and 27% of allied health professionals are male. Chart 27: Estimated gender by selected job roles, West Midlands Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 31% 15% 21% 10% 12% 27% 13% 15% 21% Male Female 69% 85% 79% 90% 88% 73% 87% 85% 79% 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 West Midlands region the average age of a worker is 42, this is slightly lower than the average, at 43. There is little difference in average age between job role groups, nor between and the West Midlands.

05 32 Chart 28: Estimated average age by job role group, and West Midlands All job roles Managerial Regulated profession Direct care Other West Midlands 42.6 42.2 41.4 40.9 45.1 45.0 46.8 46.7 46.6 46.5 38.0 40.0 42.0 44.0 46.0 48.0 The chart below shows age bands of workers in the West Midlands region by job role group and selected job roles. 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, approximately one in four workers are aged 55 or over. Chart 29: Estimated age bands of job role groups and selected job roles, West Midlands All job roles Managerial Regulated profession Direct care Other 18 to 24 25 to 54 55 and over 12% 2% 2% 14% 10% 68% 74% 71% 68% 62% 20% 24% 27% 18% 28% Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional Senior care worker Care worker Support and outreach 0% 0% 2% 2% 1% 3% 5% 16% 9% 63% 73% 76% 77% 69% 80% 76% 67% 72% 37% 27% 21% 20% 30% 16% 19% 18% 19% 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. 9 9 http://www.skillsforcare.org.uk/finding-and-keeping-workers

05 33 5.3. Ethnicity The ethnicity profile of the population of 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. In the West Midlands population the ethnicity breakdown is 83% white and 17% BME compared to 80% white and 20% BME within adult social care. Chart 30: Estimated ethnicity of the adult social care sector and whole population, and West Midlands White BME Population of Adult social care 85% 80% 15% 20% West Midlands Population of West Midlands Adult social care 83% 80% 17% 20% 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 (36%). This is largely due to registered nurses, where 40% have recorded an ethnicity of non-white. Workforce demographics Chart 31: Estimated ethnicity group by job role group, and West Midlands White BME All job roles 80% 20% Managerial 87% 13% Regulated profession 66% 34% Direct care 79% 21% Other 89% 11% West Midlands All job roles Managerial Regulated profession Direct care Other 5.4. Nationality 80% 88% 64% 79% 89% 20% 12% 36% 21% 11% 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 West Midlands having higher levels of British workers than the rest of. Also, similarly to ethnicity, the higher proportion of non-british regulated

05 34 professional workers in the West Midlands are largely due to registered nurses, where 31% are non-british. Chart 32: Estimated nationality group by job role group, and West Midlands British Non-British All job roles Managerial Regulated profession Direct care Other 82% 90% 69% 81% 87% 18% 10% 31% 19% 13% West Midlands All job roles Managerial Regulated profession Direct care Other 86% 93% 75% 85% 91% 14% 7% 25% 15% 9% 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 West Midlands, 17% of non-british workers are from India and 12% are from Zimbabwe. Chart 33: Top five nationalities of non-british workers, West Midlands Source. Raw NMDS-SC data 2014/2015 India 17% Zimbabwe 12% Poland 10% Philippines 9% Jamaica 5% 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 (17% in West Midlands) than the proportion of non-british workers (14%) suggesting that some workers have gained British nationality since arriving in the UK.

05 35 Chart 34: Country of birth group by job role group, and West Midlands Source. Raw NMDS-SC data 2014/2015 UK born Non-UK born All job roles Managerial Regulated profession Direct care Other 77% 85% 59% 77% 85% 23% 15% 41% 23% 15% West Midlands All job roles Managerial Regulated profession Direct care Other 83% 89% 67% 83% 90% 17% 11% 33% 17% 10% 0% 20% 40% 60% 80% 100% 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 West Midlands just under a fifth (19%) of non-uk born workers have arrived in the UK in since 2011 while 14% have been in the UK since pre- 1995 and may now hold a British passport. Chart 35: Year of entry to the UK, of non-uk born, and West Midlands Source. Raw NMDS-SC data 2014/2015 West Midlands Workforce demographics Pre 1995 16% 14% 1995-1999 5% 4% 2000-2003 14% 15% 2004-2006 20% 20% 2007-2010 25% 28% 2011- present 21% 19% 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.

05 36 5.6. 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: www.nmds-sc-online.org.uk/reportengine/dashboard.aspx. 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

Pay rates Pay rates 06

06 38 Overview of average pay rates in the West Midlands 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 28,050 Occupational therapist annual pay was 27,450 Registered nurse annual pay was 24,750 Social worker annual pay was 31,300 Senior care worker hourly rate was 8.35. This was 1.85 above the 2014 National Minimum Wage (NMW) and 50p above the 2014 UK Living Wage. Care worker hourly rate was 7.26. This was 76p above the 2014 NMW and 59p 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. 6.1. Average full-time equivalent annual salaries Pay rates in the West Midlands were less than the average. The chart below shows average full-time equivalent annual salaries by job role group. Regulated professionals were the highest paid ( 26,550), closely followed by managerial staff ( 25,950). Chart 36: Estimated average full-time equivalent annual salaries by job role group, and West Midlands West Midlands Managerial Regulated profession 26,150 25,950 26,300 26,550 Direct care Other 14,600 14,550 15,400 15,250 0 5,000 10,000 15,000 20,000 25,000 30,000

06 39 Chart 37 below shows average full-time equivalent annual salaries for selected managerial and regulated professional job roles. In the West Midlands senior management were paid 32,250, just above social workers at 31,300. The average annual pay rate for a registered nurse in the West Midlands region was 24,750 which was 450 more than the average. Chart 37: Estimated average full-time equivalent annual salaries by selected job role, and West Midlands West Midlands Senior management Registered manager Social worker Occupational therapist Registered nurse Allied health professional 32,850 32,250 27,700 28,050 31,600 31,300 28,050 27,450 24,300 24,750 33,100 34,000 Senior care worker Care worker Support and outreach 15,850 16,100 14,150 14,000 18,000 19,750 0 10,000 20,000 30,000 40,000 6.2. Average hourly pay rates 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 West Midlands was 13.35, for a regulated professional it was 13.78 and for a direct care worker it was 7.57. 10 For information about the Living Wage please visit www.livingwage.org.uk

06 40 Chart 38: Estimated average hourly pay rate by job role group, and West Midlands West Midlands Managerial Regulated profession Direct care Other National minimum wage UK Living Wage 7.58 7.57 7.99 7.92 6.50 7.85 13.41 13.35 13.66 13.78 0.00 2.00 4.00 6.00 8.00 10.00 12.00 14.00 16.00 The chart below shows the mean hourly pay rates for selected direct care roles in and the West Midlands. Senior care workers were paid an average of 8.35 in the West Midlands; this was 1.85 more than the 2014 National Minimum Wage and 50p more than the 2014 UK Living Wage. Care workers were paid an average of 7.35 in and 7.26 in the West Midlands. Care workers in the West Midlands were paid 76p more than the 2014 National Minimum Wage and 59p less than the 2014 UK living wage. Chart 39: Estimated average hourly pay rate by selected job roles, and West Midlands West Midlands Senior care worker Care worker Support and outreach National minimum wage UK Living Wage 8.20 8.35 7.35 7.26 9.34 10.25 6.50 7.85 0.00 2.00 4.00 6.00 8.00 10.00 12.00

06 41 In April 2016 a new mandatory National Living Wage (NLW) for workers aged 25 and above will be introduced, initially set at 7.20 11. Analysis of the NMDS-SC shows that as at September 2014, approximately 45% (54,000) of adult social care workers aged 25 and over, in the West Midlands were paid less than 7.20. 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, and West Midlands West Midlands All sectors 7.35 7.26 Statutory local authority 9.80 9.58 Private Voluntary 7.08 6.95 7.56 7.69 0.00 2.00 4.00 6.00 8.00 10.00 12.00 6.3. 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: www.nmds-sc-online.org.uk/reportengine/dashboard.aspx. 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 - https://www.gov.uk/government/publications/national-living-wage-nlw/nationalliving-wage-nlw

Qualifications and training 07 Qualifications and training

07 44 Overview of qualification and training information in the West Midlands 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 12% had their induction in progress (through being new to their role). 85% of senior care workers and 51% 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 (77%) and safeguarding adults (69%). 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. 7.1. Induction Analysis of the NMDS-SC shows over two thirds of workers had completed an induction (68%), while a further 12% had their induction in progress (through being new to their role). Direct care workers had the highest proportion of workers who had completed an induction (71%) as well as workers who had an induction in progress (12%). NMDS-SC data shows that for 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.

07 45 Chart 41: Estimated induction status by job role group, and West Midlands Induction complete Induction in Progress Not applicable All job roles Managerial Regulated profession Direct care Other 69% 64% 66% 72% 56% 11% 4% 7% 11% 16% 28% 20% 32% 26% 17% West Midlands All job roles Managerial Regulated profession Direct care Other 7.2. Care Certificate 68% 64% 67% 71% 52% 19% 12% 5% 8% 20% 31% 25% 17% 12% 29% 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 2015. Skills for Care plan to publish this information later in 2016. For more information about the Care Certificate please visit www.skillsforcare.org.uk/care- Certificate. 7.3. 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 the West Midlands 85% of senior care workers are recorded as having a qualification at level two or above, as do over half (51%) of care workers. The proportion of workers with these qualifications is higher in the West Midlands than in.

07 46 Chart 42: Estimated proportion of senior care workers and care workers with a qualification at level two or above, and West Midlands West Midlands Senior care worker Care worker 46% 51% 82% 85% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Chart 43 shows that in the West Midlands over 50% of senior care workers have a highest qualification at level three and 8% at level four. 35% of care workers have a highest qualification at level two and 14% at level three. In the West Midlands 46% 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, and West Midlands Senior care worker Care worker Entry or level 1 Level 2 Level 3 Level 4 or above Other relevant social care qualifications No relevant social care qualifications 0% 1% 2% 2% 2% 13% 10% 16% 24% 31% 48% 51% West Midlands Entry or level 1 0% 0% Level 2 25% 35% Level 3 14% 52% Level 4 or above Other relevant social care qualifications No relevant social care qualifications 8% 2% 2% 2% 13% 46% 0% 10% 20% 30% 40% 50% 60%

07 47 7.4. 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, and 273,000 in the West Midlands. Chart 44 shows the ten most highly populated training categories. In the West Midlands over three quarters of workers (77%), with training data recorded, have recorded training within the category of moving and handling, 69% within the category safeguarding adults and 65% within Fire safety. Chart 44: Top ten training categories populated, and West Midlands Source. Raw NMDS-SC data 2014/2015 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% West Midlands Moving and Handling Safeguarding Adults Fire safety Any other not in the above categories Health and Safety Prevention and control of infection Food Hygiene/Handling First Aid Medication safe handling and awareness Mental Capacity & Deprivation of Liberty* 77% 69% 65% 64% 62% 61% 59% 49% 48% 40% 0% 10%20%30%40%50%60%70%80%90% Qualifications and training * Mental Capacity Act and Deprivation of Liberty Safeguards

07 48 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: www.nmds-sc-online.org.uk/reportengine/dashboard.aspx. 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. www.skillsforcare.org.uk.

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

08 50 8. 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. 8.1. The size and structure of the adult social care sector and workforce in The annual Size and Structure of the Adult Social Care Sector and Workforce in 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 www.skillsforcare.org.uk/sizeandstructure 8.2. The state of the adult social care sector and workforce in 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 www.skillsforcare.org.uk/stateof2014 8.3. Local authority area reports There are a series of two page summary reports for each of the 152 local authority areas in, 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 www.skillsforcare.org.uk/regionalreports

08 51 8.4. 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 www.skillsforcare.org.uk/briefings. 8.5. 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 www.nmds-sconline.org.uk/reportengine/dashboard.aspx. Further resources