Agenda item

Purpose of the Report: Policy Development and Review

This report provides an update on progress in addressing the recruitment and retention challenges faced by the Adult Social Care Directorate (ASC) since the last report to the Committee in September 2014.

At that time Members recommended that: the Leader of the Council and the Cabinet concentrate on urgently finding ways to recruit to the key frontline vacancies that exist across the Adult Social Care Directorate.

Declarations of interest:

None

Witnesses:

Sonya Sellar, Area Director – Mid Surrey, Adult Social Care

Emily Boynton, Strategic HR & OD Relationship Manager

Chris Whitty, Programme Manager – Service Delivery

Cliff Bush, Chairman, Surrey Coalition of Disabled People

Key points raised during the discussions:

·         The Area Director (AD) introduced the report drawing attention to the steps being taken to improve recruitment and retention of staff. Measures such as introducing more clearly defined job titles, for example Senior Social Worker has been signed-off, improving the induction process as well as revising the pay and reward strategy were highlighted to Members. The Committee were also informed that ASC are working closely with HR to recruit directly in universities and colleges while the number of apprenticeships and training opportunities for existing staff also being increased.

·         Information was requested on whether there are any particular areas of work or geographical regions in which the staffing problems are especially acute. The Strategic HR & OD Relationship Manager (SRM) indicated that recruitment and retention of ASC staff in Mole Valley has proven more challenging than in other Districts and Boroughs. Occupational Therapists and Social Workers were also highlighted as difficult positions to recruit into.

·         Members drew attention to the reputation that Surrey County Council has as a social care employer and suggested that this may be impacting on the ability of ASC to recruit. The SRM highlighted that ASC has taken steps to develop its brand as an employer but is focusing on ensuring that the experience of staff once they start their job is a good one. The induction programme has proved to be a particularly successful way of improving the experience of new starters.

·         Concern was expressed with the prevalence of key frontline staff being trained by the council only for them to leave shortly after their apprenticeship has been completed. The witnesses were asked whether it was possible to provide incentives for trainees to make it more attractive for them to remain at the council. The SRM indicated that plans are in place to introduce a stepping stone position for apprentices once they have completed their training as many are not ready to take up a full-time post. The Committee were advised, however, that some apprentices will inevitably leave the council following the completion of their training as they may realise that they want to follow another career path.

·         The average salary paid to staff in ASC was identified as a key factor in the challenges being faced by the council in recruitment and retention as many can’t afford to live and work in Surrey. Members suggested that it was necessary to identify housing opportunities for key staff as a priority to ensure that those on the average wage for ASC staff are actually able to live in the county. This was particularly important for the provision of social care in the middle of the county due to the distances that need to be travelled by care workers who commute to Surrey from another county.

·         The importance of creating a more flexible workforce by broadening staff skill sets was also raised by the Committee. It was advised that ASC are working in conjunction with CCGs to identify the skills needed across the health and social care system in the county and developing opportunities to train staff to be more flexible with the services they are able to provide.

·         Members indicated that there is a need to focus on making people aware of how rewarding a career working in social care can be. It was suggested that this could be achieved by getting this message into schools and by creating work experience opportunities for young people. The SRM flagged up the Career Tasters programme being set up as a means for young people to discover what is on offer and to get an opportunity to engage in work experience if they are interested. The AD further highlighted that there are champions who talk to students at colleges and universities about working for ASC.

·         The CSCDP drew attention to the vast resource of ex-carers and individuals with moderate disabilities who ASC could target as potential employees. Members were advised that Surrey Coalition of Disabled People does a lot of work to support people back into work and suggested that the council tap into this resource in an effort to address some of the recruitment and retention challenges being faced by ASC. The CSCDP further mentioned the work done by Action for Carers to support people back into work and suggested that the Council may also want to work with them as well. The AD welcomed this suggestion and indicated that they would discuss it in more detail with Surrey Coalition of Disabled People to find a way forward. The Committee requested an update on how the work being done by the Council to employ staff through Surrey Coalition of Disabled People and Action for Carers is progressing.

Recommendations:

1.    That the Select Committee continues to monitor the situation in relation to recruitment and retention in the service and receives a further report in January 2016.

2.    Members note and support the actions outlined that will support the service to recruit and retain the necessary staff numbers in the future. In particular reviewing the council’s approach to pay and reward and in efforts to increase the supply of affordable housing for public sector staff in the county.

3.    The Committee recommends that the Cabinet give consideration to affordable housing for care staff as key workers in Surrey including the use of the council’s land and properties.

4.    Recommends that the Directorate and HR liaise with the voluntary sector including the Surrey Coalition of Disabled People in the recruitment and retention of ‘returning staff’.

Actions/ further information to be provided:

            None

Committee next steps:

            None