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The changing role of frontline housing staff PowerPoint Presentation
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The changing role of frontline housing staff

The changing role of frontline housing staff

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The changing role of frontline housing staff

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  1. The changing role of frontline housing staff Judy Waugh Director of Membership and Education CIH

  2. What is the housing profession? • Not a defined industry • Need to understand the size, distribution and scale of the sector • Using SIC and SOC codes

  3. Definition Group 1 - Core housing workforce • All Housing Officer occupations • other housing occupations at senior management, • professional and technician level in Housing Associations. Group 2 • Care-related senior managers • directors and community/support workers in residential care sectors and regulatory departments of local authorities; • estate managers in (residential) construction, local authorities and residential care sectors; • chartered surveyors, estimators, valuers and assessors in (residential) construction and regulatory departments of local authorities.

  4. Size of the workforce Group 1 • 58,065 in 2013 • Down 31% • 3.9% of workforce Group 2 • 101,990 in 2013 • Down 5% • 6.8% of the workforce

  5. Regional distribution

  6. Key demographics • More workers aged over 40 • Fewer people between 16 – 19 years old • More women • More black and minority ethics workers • Higher proportion of disabled workers

  7. Employers • Only 29.4% employed in private sector • Increased almost 7% in 2 years • More medium sized organisations • 28.6% of core workers in small organisations

  8. Nature of the work • Only 13% of core workforce work part time • 25.9% in 2011 • Most part-time workers don’t want full time • 8.7% on temporary contracts

  9. Qualifications • More than half have qualifications at Level 4 or above • Fewer than 10% did not have Level 2 qualifications • Around 10% are working towards qualifications • More likely to be taking work-related training • Housing employers are more likely to provide training • More off-the-job training than on-the-job

  10. CIH response • Reviewing chartered membership to reflect more complex and broader range of roles • Increased emphasis on lifelong learning and work based learning through new CPD programme • Working with organisations to deliver in-house customised qualifications • New products to reflect changing demand • Segmenting membership to meet needs of diverse groups