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  1. New Types of Worker – What Does the Research Mean to You? Fran McDonnell, Consultant Michael Armstrong Project Lead, Skills for Care, London

  2. Objectives of Session • Give an update on mapping research Stage 2 • Information about  the recently launched NToW Fund (Phase 3) and other planned regional activities for this year • Discuss some implications of new ways of working for providers and employers • Identify what Skills for Care can do to support changes

  3. New Ways of Working? • New types of roles are developing with an emphasis on prevention, support and rehabilitation • Users of services and carers using new types of workers • Users and carers becoming employers and workers in new types of roles. • The same workforce has adapted their role to provide services in a different and more flexible way

  4. What Are the Key Drivers? • Policy changes and legislation • Developing person-centered services and choice • Service integration • Increasing workforce capacity and competence • Funding – direct payments, In-Control, Total Transformation Programmes

  5. What Are ‘New Types of New Roles’? • Most projects classified according to more than one category • Specialist roles and coordinating roles scored the highest • Community support also scored highly, • Other roles: • Hybrid roles – across health and social care • Service user led roles – employers, trainers • ‘Adapted’ roles

  6. Examples of NToW • Community support workers • Specialist home carer • Information and Access officers • Transitions coordinator • Rehab assistants • social care assistant • Personal assistant finder • Experts by experience • Independent brokers • Support, Time, Recovery Worker (STR) • Consultant social worker • Direct payments support workers • Dementia Care Mappers

  7. Success Factors in Developing New Ways of Working • Innovative Leadership and management • Good coordination • Culture change - changing attitudes and work habits based on person centered values • Effective communication and involvement of workers, carers and people who use services • Good planning and clarity about short term goals • Importance of learning and training to change • Career progression and upskilling

  8. Conclusions • Personalisation and choice challenge traditional models of service delivery • Fundamental changes to services and roles are being planned and implemented • Values, inclusion, changing attitudes and culture are central so that people understand the changes and new roles • Learning and qualifications are key - upskilling • Direct payments and individual budgets are having an impact on the new types of roles required • New roles and ways of working pivotal to change • Flexibility – roles, commissioning, qualifications

  9. New Ways of Working and New Types of Worker - Where Do We Go From Here? Already planned: • Disseminate findings at regional and national level • Action learning sets • National coordination of findings with User Engagement strategy • NToW Fund

  10. Where do we go from here? • How do we ensure that training and qualifications reflect new ways of working e.g. person centred care? • Implications of more flexible roles e.g. mix and match competencies and qualifications? • Upskilling the workforce – how to enable access and funding for level 3, 4 NVQs and Foundation degrees? • Integrate workforce development for P.As, PWUS as employers, other emerging roles