Common use of Social Care Workforce Plan Clause in Contracts

Social Care Workforce Plan. Delivery of Care Act compliance is a key deliverable for our social care staff and in 2018/19 we will develop and implement a workforce plan for social care services which focuses on:  Working in partnership with our community, addressing the issues faced by our most vulnerable members;  Revisiting our approach to ensure we are inclusive with users, carers and community organisations – using strengths based approaches as our principal theoretical approach and operating model;  Promoting the reputation of social work in Torbay through engagement with users and the co-design of our approach;  Supporting staff to reach their potential using a capability framework; responding to the Social Work health check and by providing support to improve resilience;  Delivering a high quality, safe and well respected service through use of quality, safety and governance processes. In 2016/17 TSDFT undertook the Social Work Health Check. The health check indicated that there are arrangements in place for structures such as flexible working, staff welfare services and exit interviews. Despite increasing allocation lists, Social Workers did not report unmanageable caseloads or sickness due to stress. However, stress is a constant issue for Social Work. Although Social Workers do find time to attend training, and they find it useful, they feel it needs improvement in terms of specialist areas and opportunities for professional development. These key areas were identified as performance and improvement priorities:  Reducing the amount of process and computer inputting  Improving training & CPD  Clarifying arrangements for supervision  Focusing on wellbeing and resilience These areas have been addressed via an action plan in 2017/18. In 2018/19 a strategic approach is sought to the supporting infrastructure and the legacy system that is PARIS.

Social Care Workforce Plan. Delivery of Care Act compliance is a key deliverable for our social care staff and in 2018/19 we will develop and implement a workforce plan for social care services which focuses on:  • Working in partnership with our community, addressing the issues faced by our most vulnerable members;  • Revisiting our approach to ensure we are inclusive with users, carers and community organisations – using strengths based approaches as our principal theoretical approach and operating model;  • Promoting the reputation of social work in Torbay through engagement with users and the co-design of our approach;  • Supporting staff to reach their potential using a capability framework; responding to the Social Work health check and by providing support to improve resilience;  • Delivering a high quality, safe and well respected service through use of quality, safety and governance processes. In 2016/17 TSDFT undertook the Social Work Health Check. The health check indicated that there are arrangements in place for structures such as flexible working, staff welfare services and exit interviews. Despite increasing allocation lists, Social Workers did not report unmanageable caseloads or sickness due to stress. However, stress is a constant issue for Social Work. Although Social Workers do find time to attend training, and they find it useful, they feel it needs improvement in terms of specialist areas and opportunities for professional development. These key areas were identified as performance and improvement priorities:  • Reducing the amount of process and computer inputting  • Improving training & CPD  • Clarifying arrangements for supervision  • Focusing on wellbeing and resilience These areas have been addressed via an action plan in 2017/18. In 2018/19 a strategic approach is sought to the supporting infrastructure and the legacy system that is PARIS.