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Enham exists to give disabled people opportunities to make real choices in life

Transforming the social care workforce. Enham exists to give disabled people opportunities to make real choices in life. The CfWI produces quality intelligence to inform better workforce planning that improves people’s lives. Welcome! Our journey today. Opportunities and Solutions. People.

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Enham exists to give disabled people opportunities to make real choices in life

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  1. Transforming the social care workforce Enham exists to give disabled people opportunities to make real choices in life The CfWI produces quality intelligence to inform better workforce planning that improves people’s lives

  2. Welcome! Our journey today... Opportunities and Solutions People Complex Challenges Buzz Time

  3. Transformation snapshots • Closure of long stay wards and institutions • Health and Social Care Community Care Act 1990 • Personalisation • Putting People First – Think Local, Act Personal • Draft Care and Support Bill

  4. Discussion questions • What do you understand by workforce transformation? • What needs to happen to enable workforce transformation? • What one action are you going to take away from this session?

  5. Aim of transformation at Enham • For... • Customer– increased choice and control • Employer– maximum flexibility • Staff– diversification of skills, ready for the future

  6. Leadership role • Shared belief! No one disagreed with end goal – personalised care • Strong leadership teamSupport for each other during process • Planning communications Upfront with time to reflect • TrainingUnderstanding, education at all levels of the organisation, including support functions too!

  7. What Enham did • Comprehensive assessment of customer need • Agreed core hours and flexible hours – linked to individual service fund • Embedded principles of personalised support • Kept talking but got on and did it!

  8. Workforce transformation • Internal market for frontline staff in care settings = • Competition with other workers for personal assistants hours • Continually sell ‘self’ – unique selling points • Income dependent on quality of what you do, relationship building and outcomes achieved • No hiding places

  9. Transformation for managers • Organisational hierarchy is dead! • Ability to ‘hold a constantly changing workforce • Encouraging them to self manage • Monitoring outcomes not inputs • Policy and procedure gradually replaced by personal judgement and recorded learning • Note to self: What is my added value? Why would I pay for a management overhead?

  10. Stand out from the crowd

  11. Customers are transformed! • Care recipient • Citizen of the world

  12. Workforce is transformed!

  13. Workforce is transformed! • Enabler • Manager

  14. Discussion and feedback • What do you understand by workforce transformation? • What needs to happen to enable workforce transformation? • What one action are you going to take away from this session?

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