Recruitment and Retention of Qualified Social Workers

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Workers (NQSWs) and how they develop professionally if joining teams immediately on appointment. 6.9 Whilst it is too early for a full analysis no adverse comments have been received and the Group were pleased to hear that two further recruitment waves are planned. 7.0 What could HCC do to benefit from good practice elsewhere 7.1 The Group heard from HR Officers from Surrey County Council which has faced similar issues to Hertfordshire (proximity to London, ageing work force etc). In response to an ‘inadequate’ JAR (Joint Area Review) in April 2008 a social work recruitment taskforce was set up. A benefit is that the problem of social worker shortage gained an organisational focus. Short term actions have led to improving processes which have resulted in a reduction in the vacancy rate and number of locum staff. The total number of posts has also been reduced. In contrast to HCC attempts at overseas recruitment were unsuccessful. 7.2 Medium term actions have included raising salary; improving links to universities, improving social work student placements and recruitment; engaging with the CWDC in a return to social work scheme; a fast track graduate scheme; a NQSW support scheme; and a service restructure. 7.3 Longer term actions include lobbying for better workforce planning. 8.0 Conclusions 8.1 The Group recognise that the recruitment/retention strategy is a 2-3 year plan. Members endorse the long term approach to resolve recruitment/retention issues as opposed to short term quick fixes. There is someway to go but significant progress has been made due the efforts of the HR and CSF teams involved. 8.2 The Group were interested to hear from Surrey County Council. It confirmed that recruitment/retention issues are common across the southeast. On reflection members felt that the approaches undertaken by HCC are well thought through solutions to address the long term needs of the organisation. 8.3 ICS is valued by social workers; however it is complex to use. This is an area where effective IT support would remove some of the work related stress experienced by social workers. Permanent Superusers and/or changes to the contracts with Serco and Liquidlogic would be a significant benefit 8.4 It is imperative that strategies adopted seek to develop the workforce for the future in managing the balance of NQSWs and experienced social workers and team managers. 8
8.5 The reputation of an authority has an impact on recruitment/retention. Existing and prospective employees consider the Ofsted inspection rating and the support and training offered to staff. The Group were reassured to hear that staff are positive about working for HCC. 8.6 Good management is key - social workers stay in teams where management is effective. Being a good social worker and being a good manager are different skillsets; new managers need effective support and training. 8.7 Social work with children is frequently subject to negative publicity. This has impact on the numbers of people becoming social workers and then remaining in this area. After hearing from witnesses, especially frontline social workers, the Group concluded that a positive publicity campaign (locally and nationally) to counter the prevailing critical reporting would highlight the vital work Hertfordshire social workers undertake. 9 Members and Witnesses Members: Maxine Crawley Aislinn Lee (Vice-Chairman) Chris Mitchell Leanda Newlyn (Chairman) Steven Markiewicz Other Members in attendance: Alan Searing, Chairman of the Overview and Scrutiny Committee Witnesses: Emily Boynton, Human Resources Relationship Manager, Surrey County Council Lariena Carroll, HR Officer Paul Chamberlain, Lead HR Business Partner Lisa Christie, Qualified Social Worker, CSF Nicola Curley, Children’s Service Manager, CSF Tina Darko, Assistant Team Manager, Assessment West 2 Robin Duncan, Advanced Practitioner, CSF R Hall, HR Business Partner – Resourcing Angela Hodson, Safestaffing Manager Jan Kavanagh, Human Resources Manager Gerry Meikle, UK Operations Manager, Manpower Steve Morris, Children’s Service Manager, CSF Lucy Mustoe, Recruitment Team Leader, Surrey County Council Louise Purser, Head of CSF Social Care Learning and Development Jan Stone, Client Relationship Manager, Manpower 9
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Recruitment and Retention of Qualified Social Workers

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