Ageless at Work - Skills for Care

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5. Wider influences on the adult social care sector......................................................47 What has been the impact of the recession on the adult social care sector? 47 What is the age profile of the adult social care workforce? 50 What are the implications of demographic change for the sector? 51 Implications for project activity 59 6. Recommendations for project activity.......................................................................60 Overview 60 Supporting organisational change 60 Leadership for change and improvement 60 Workforce involvement and participation 61 Stakeholder participation 61 People who use services as drivers of cultural change. 61 Skills development of older learners 61 Promoting age positive practice in training and development 61 Activities that challenge older workers’ perceptions of their ability to learn and the need for learning 62 Promoting a culture of lifelong learning and maximising opportunities for informal learning 62 Ensuring formal training is delivered in ways appropriate for older learners 62 References 63 Ageless at Work: Change workplace cultures, development skills. Good practice report 3
Index of Tables Table 1 Six things every adult should be able to expect from the National Care Service.................. 8 Table 2 Leadership and management: priorities for action .............................................................. 11 Table 3 Workforce remodelling: priorities for action ......................................................................... 12 Table 4 Workforce development: priorities for action ....................................................................... 13 Table 5 Selected challenges in taking forward Putting People First ................................................ 18 Table 6 What needs to be done to improve leadership for change and management..................... 20 Table 7 What needs to be done in securing workforce involvement and participation? .................. 24 Table 8 What needs to be done to involve stakeholders? ................................................................ 26 Table 9 What works in involving people who use services in driving cultural change ..................... 27 Table 10 Cultural, attitudinal and dispositional barriers to learning.................................................... 34 Table 11 Features of work that stimulate informal learning................................................................ 39 Table 12 Environmental and interactive adjustments required to create a learning atmosphere conducive of trust and connectiveness ............................................................................... 43 Table 13 Good practice case study: Tick Tock................................................................................... 44 Table 14 Vacancies for care-related occupations and the number of registered jobseekers wanting care-related work, South West, July 2009 .......................................................................... 49 Table 15 Trends and drivers affecting the health and social services sector..................................... 54 Table 16 Main features of the ‘integrated visions’ .............................................................................. 56 Index of Figures Figure 1 Employees receiving job related training¹: by age and sex, 2008², United Kingdom...... 31 Figure 2 Vacancies notified to Jobcentre Plus, South West, July 2007 to July 2009 ..................... 48 Figure 3 Comparison of the age structure of the adult social care workforce, all those in employment and the working age population, South West, 2008......................................................... 50 Figure 4 Broad age structure of the adult social care workforce by sub-region; April 2009 ......... 51 Figure 5 Projected working age population by broad age group, South West, 2007 to 2027....... 52 Figure 6 Change in number of residents by broad change group, South West, 2006 to 2031.... 53 4 Ageless at Work: Change workplace cultures, development skills. Good practice report
Page 1 and 2: we help create a trained and qualif
Page 3: CONTENTS 1. Introduction ..........
Page 7 and 8: While organisational change had bee
Page 9 and 10: 2. POLICY CONTEXT Why and how is ad
Page 11 and 12: Ensuring the right steps are taken
Page 13 and 14: Table 3 Workforce remodelling: prio
Page 15 and 16: What is already happening to suppor
Page 17 and 18: Personalisation agenda as set out i
Page 19 and 20: Responses to an open question about
Page 21 and 22: What works in enhancing leadership
Page 23 and 24: Skills for Care London also trailed
Page 25 and 26: Table 7 Engage the workforc
Page 27 and 28: Table 8 What needs to be done to in
Page 29 and 30: • Support and enable people to us
Page 31 and 32: People who use services as drivers
Page 33 and 34: There is also evidence that older p
Page 35 and 36: - Training conflicted with the work
Page 37 and 38: articulate the experience, knowledg
Page 39 and 40: ‘unlikely’ learners 12 aged 55
Page 41 and 42: personalisation’. The results of
Page 43 and 44: Mentoring is cited as a “fundamen
Page 45 and 46: • Yearly (or more frequent) suppo
Page 47 and 48: Secondly, the project could test ne
Page 49 and 50: Figure 2 Vacancies notified to Jobc
Page 51 and 52: A recent survey by the ADASS/LGA (2
Page 53 and 54: Figure 5 Projected working age popu
Page 55 and 56:
Table 15 Trends and drivers affecti
Page 57 and 58:
Table 16 Health status of the popul
Page 59 and 60:
Table 16 Main features of the ‘in
Page 61 and 62:
6. RECOMMENDATIONS FOR PROJECT ACTI
Page 63 and 64:
Activities that challenge older wor
Page 65 and 66:
ECOTEC (Undated) European Social Fu
Page 67:
Tick Tock (2007) Tick Tock: An EQUA
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