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Let’s start talking…

Let’s start talking…

 

For both personal and professional reasons my mind these last few weeks has been much occupied by thoughts of death and dying.

Now before you scroll away stay with me for a while …

It’s always struck me as a strange indictment of our modern living how uncomfortable we are as a society with talk about death. If sex, politics and taxes were the Victorian taboo then death has surely been added to the modern dining table no go areas of conversation. Why is that I wonder? Is it because death has to some extent become a stranger, an occasional visitor we keep standing at the doorstep of our experience?

A hundred years ago, certainly in a Scottish context, the immediacy of death was intimate. Most people died at home, in their own bed, own street and own community. Scottish traditions such as the ‘kisting’ where the remains of the deceased remained in the family home until the funeral and where ordinary living continued around about, made death feel a more natural stage. The average Scot at that time experienced the death of a close family member at an early age but today for many folks their first encounter with bereavement is often in their late twenties.

In December 2015 the Strategic Framework for Action on Palliative and End of Life Care 2016-2021 was published by the Scottish Government. It has a set of ten commitments of which the sixth states:

‘Support greater public and personal discussion of bereavement, death, dying and care at the end of life.’

Later the Strategy describes the danger of the over medicalisation of death –

‘Social and cultural change has resulted in a ‘death-denying culture’ and the medicalisation of death. An entire generation has come to expect that all aspects of dying will be taken care of by professionals and institutions, potentially undermining personal and community resilience in coping with death, dying and loss as part of the ‘cycle of life’.

The Strategy is a real opportunity for us to change the way in which people are supported at the end of life and also to change and challenge popular attitudes to dying and bereavement. In my work I speak to many frontline staff in care at home, housing support services and care homes who day in and day out are engaged in support for individuals who are at the end of their life. Their work is irreplaceable and their contribution to ensuring that people spend their last few days in dignity, with appropriate support and the management of pain and distress is critical.

At times, however, the role of social care staff whether in a nursing home or in the community, is not always appreciated or valued. Yet this is perhaps the most important work any of us can undertake on behalf of another. It is work which has a value beyond calculation but it is also hard, emotionally draining and challenging.

 

Over the next few weeks and months Scottish Care staff and members will be involved with other health and social care colleagues in working to try to make sure that all staff, whatever their role, feel a sense of support and training to enable them to do this work as best as they can.

One of the first challenges in that is for us all to start talking about death, being open to discussions about mortality, and to help one another to become communities where grieving and bereavement are at the heart of who we are and what we do. There is a terrible conspiracy of silence around death and that silence has to end for the sake of us all.

If we do not as a society and community start considering death and what it means for us all then we are left with a lot of people struggling to cope and all the negative health impacts that result. One of my favourite poems around grief is Nobody ever told me. It highlights just how hard it is for people to talk and be open in this area but equally how the work of the new Strategy is essential in getting us all to share, talk, reflect and be comfortable with mortality.

 

Nobody ever told me.

 

Nobody ever told me

it would be this hard;

that I’d wake up in the morning

and think that you were there

lying beside me in our bed;

that I’d walk down the street

and recognise your shadow

following me in the sun;

that I’d listen to the radio

and hear your voice

inviting me to sing;

that I’d sit in the park

and watch you go by

in a group of strangers.

 

Nobody ever told me

it would be this hard;

that I’d wonder why I should

get up in the morning;

that I’d think making plans

was a children’s playground game;

that I’d rage with anger, red and raw,

at your leaving;

that I’d wonder was it me

who did something

that made you go away.

 

Nobody ever told me

it would be this hard.

 

Why can’t someone tell me instead

how I can stop crying

and dam the tears from soaking my pillow?

How I can start again when all I want to do

is rest in our lost togetherness?

How I can ‘move on’ when I only want to settle

in the place of our memories?

 

And please someone tell me

when will this time come,

the time they all talk of

in easy careless cliche,

the time which they say

will heal all things

and help me to live again?
Donald Macaskill

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Scottish Care Consultation on the Scottish Government Response to the Introduction of the UK Apprenticeship Levy

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Consultation on the Scottish Government Response to the Introduction of the UK Apprenticeship Levy – August 2016

 

If you would like to download this Consultation you can do so here:

www.scottishcare.org/wp-content/uploads/2016/06/Apprenticeship-Levy-response-AUG-16.pdf

 

In July 2015 the UK Government announced its plans to introduce a UK wide Apprenticeship Levy from April 2017. Employers will pay 0.5% of their annual pay bill in excess of £3m through the PAYE system. Those with an annual paybill of £3m or less will be exempt. The Levy will apply to employers in the public, private and third sectors.

 

This consultation sought views on options for the use of Apprenticeship Levy funding being transferred to the Scottish Government.

 

For more information about the consultation, see https://consult.scotland.gov.uk/employability-and-training/apprenticeship-levy

 

  • Should the Government’s commitment to 30,000 Modern Apprenticeships starts a year by 2020 a) be maintained or b) be increased?

Before any commitment to increasing Modern Apprenticeship starts is considered, Scottish Care believes an analysis of current placement practice should be undertaken and consideration be given to what support may need to be in place to facilitate the most effective use of existing Apprenticeship starts and any future placements.  It would be important to ascertain where Modern Apprenticeship placements are required, and what infrastructure needs to be in place to accommodate these placements.

The social care sector is experiencing significant recruitment and retention challenges, and the nature (or perceived nature) of the work means it isn’t seen as an attractive career path for many young people.  However, careful consideration would need to be given to how Modern Apprenticeships could support the sector and how in turn, the sector can support more people into employment.  For instance, the Care at Home sector in particular would likely need investment in place to create a foundation for effective implementation.  The nature of this would not necessarily be known without an analysis of existing Apprenticeship practice, barriers and required infrastructure and without direct engagement with employers in this sector.

Therefore more thought needs to be given to how the current commitment can be meaningfully met, before increases are considered.

Additionally, consideration needs to be given to what pathways are available in different sectors after an individual completes an Apprenticeship.

  • Should Apprenticeship Levy funding support growth in the number of Graduate Level Apprenticeships in Scotland?

Any initiative to promote careers in care through the use of Apprenticeships would need to be carefully thought through with providers, regulatory bodies and higher education facilities.

Graduate Level Apprenticeships in particular need to be very carefully considered.  In nursing for example, we have seen a move away from college based learning to degree qualifications with specialisms.   We would therefore be interested as to what effect a Graduate Level Apprenticeship would have on the perception of particular roles in the care sector, either positively or negatively, or whether it would encourage more people to enter the sector.

There may be an opportunity for Graduate Level Apprenticeships to be used to develop advanced skills for particular roles.  As the social care sector increasingly supports individuals with complex needs, and there is closer alignment of job roles from health and social care,  there is a need to ensure we have the right skill mix and number of appropriately skilled people working in an integrated health and social care setting to deliver the care required.  This is likely to mean a degree of upskilling, which these Apprenticeships may be able to support.

However, if these are work based learning opportunities for existing employees, consideration must be given to how employers are supported financially to enable these Apprenticeships to be undertaken in a sector already experiencing sustainability issues in relation to workforce costs and where any releases from work for learning would need to be backfilled by another employee.

  • Should Apprenticeship Levy funding be used to establish a flexible skills fund to support wider workforce development?

Scottish Care believes there would be real value in the establishment of a flexible skills fund.  A flexible skills fund would be compatible with the changing nature of the social care sector, given the implementation of Health & Social Care Integration and how this has the potential to create new job roles with different skill requirements.  What this might look like in practice is largely unknown at present, so a flexible fund that could support workforce development across the health and social care sector would be beneficial.

What’s more, the social care sector has an ageing workforce.  If the monies could be available for use for all ages of employees, social care services could benefit more.  Older, experienced people bring a great deal of value and experience to this sector, so an opportunity to support workforce development outwith an Apprenticeship programme targeted at younger people would be welcome.

Consideration should also be given to how the Apprenticeship programme could support job redesign.

Flexibility in the use of the fund would be critical to its success, providing opportunities to target different workforce development needs in different sectors.

 

  • Should Apprenticeship Levy funding be used to support the expansion of Foundation Apprenticeships?

Whilst potentially very useful, for social care this requires a wider joined up approach between employers, regulatory bodies and education services in relation to how we educate and inform young people about potential career options.  It is important to encourage more young people to consider a career in care and to articulate the positive opportunities such a career offers.

However, it is important that those who undertake Apprenticeships in care do so with an informed expectation of what this entails and that they have the right values.  After all, social care services often support the most vulnerable people in society so must be about more than providing work experience.  There are also additional factors such as maturity and responsibility levels, PVG requirements and practicality issues (for instance Care at Home Foundation Apprenticeships would potentially be very difficult for care at home providers because care drivers are often stipulated as a requirement), which raise particular challenges in the care sector.

However this opportunity may be shaped positively through the Apprenticeship Levy with the right engagement and planning.

 

  • Should Apprenticeship Levy funding be used to help unemployed people move into employment, and to help meet the workforce needs of employers?

Again, this would require analysis of what employers’ needs are in order that they can be matched effectively with those seeking employment.  Significant engagement with different sectors would be required in order to understand and therefore plan this effectively. The care sector experiences particular challenges with retaining employees in the first weeks and months of employment, with significant wasted resource in relation to money, training and time as a result.  Therefore the Scottish Government would need to work with the sector to understand why this is and how to reduce this through effective employment support services.

 

 

  • Are there any additional suggestions on how Apprenticeship Levy funding might be used?

It is important to note the concerns from social care providers in relation to the Apprenticeship Levy, particularly in the current climate.

The sector is experiencing severe recruitment challenges in Care Homes and Care at Home services and is going through significant reform processes in relation to the ways these services are commissioned, funded and delivered, as well as how they support their workforce. Whilst the Levy will only apply to a proportion of employers, additional financial burdens on providers are likely to prove counterproductive and de-stabilising.  The Levy would have to be factored into the new cost of care calculations (currently underway) for both Care Homes and Care at Home.

The true cost of creating an Apprenticeship model has to be factored in.  The real cost sits behind pay given to apprentices.  Considerable outlay is required in creating the support mechanism for the individual to learn.  This outlay relates to support for day release for study (where positions may need to be backfilled) but also one-to-one guidance, support and supervision.  It is important to note that in the care sector, even those at Apprenticeship level are likely to be faced with significant responsibility and challenging situations, so support and supervision is absolutely crucial in a way that it may not be in some other sectors.  Mentoring would be required, which brings another duty to an already overburdened workforce.  Those providing this supportive role should be rewarded, but this has cost implications and would especially be difficult for smaller providers and care at home services where lone working practices are often in place.

Apprenticeships must also factor in the risks for an employer, especially small businesses for whom managing apprenticeship programmes can be challenging.  Appropriate support and infrastructure must therefore be understood and be in place.  Otherwise we risk the potential benefits of Apprenticeship placements, both for individuals and employers, not reaching particular sectors.

Expectation in relation to the scope and potential of the Levy must also be factored in, particularly in the care sector where clearly defined, progressive career structures can be challenging. For instance, will the Apprenticeship Levy support individuals to develop additional skills such as clinical or managerial skills?  Or, can Apprenticeship opportunities be redesigned to offer more creative solutions where there are challenges in recruiting and retaining staff?  These questions and others relating to scope and potential can only be sufficiently answered through further meaningful engagement with employers in the care sector, in order that the Scottish Government can fully understand what the Apprenticeship Levy can or cannot achieve in this sector.

Scottish Care feels that the Levy should be used to assist the workforce in identified areas of shortage across all age groups, but it must be recognised that support for Apprentices will have to be offered or factored in for all businesses.  Otherwise small social services providers, who make up a very significant part of this important sector, will not see any benefits of the Levy.

 

In summary, Scottish Care believes use of the Apprenticeship Levy can offer some benefits to individuals and employers in the social care sector, and are supportive of means of encouraging more people to join and remain in the sector.   However, to ensure the Levy is implemented effectively at an already seriously challenging time for many employers in relation to workforce costs and viability, the Scottish Government needs to ensure it has engaged fully with employers in different sectors, particularly social care, to understand what support and infrastructure needs to be in place.

 

 

 

 

 

 

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Scottish Care Workforce Development Strategy Group

The Workforce Development Strategy Group is an innovative, progressive group of Scottish Care members interested in all workforce related matters. The next Strategy Group event entitled ‘The Spirit Beyond the Letter’ will take place on Tuesday 1st November 11.00am – 4.00pm in Glasgow.

 This is an important event to put in your diary.  On the 31st October the following requirements will come into effect:

  1. SSSC Fitness to Practise
  2. SSSC Codes of Practice
  3. Safer Recruitment Through Better Recruitment

 

 We are delighted that members of the relevant SSSC departments will be attending to provide advice and support to members.  We are changing the format of this event to incorporate workshops on the topics above, as well as a session on recruitment and retention challenges and workforce physical, mental and emotional wellbeing. 

There will be a networking lunch where participants will be able to speak to fellow providers and team members from the SSSC and Care Inspectorate.

ALL Scottish Care members are very welcome to attend.  Invitations will be issued via Eventbrite but please contact Katharine Ross [email protected] directly if you would like to attend.

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Voices from the Front Line of Nursing in Social Care

Voices from the Front Line of Nursing in Social Care

We have been inundated with requests to participate in the research project ‘Voices from the Front Line of Nursing: Exploring Recruitment and Retention of Nurses in the Social Care Sector’.  The response from providers has been fantastic and clearly demonstrates the importance and relevance of this study.

Throughout September, members of the Scottish Care team will be travelling across the country, interviewing nurses and asking them about their experiences of working in the social care sector.  We want to know what attracted them into the job, the challenges they face and what makes them want to stay……or leave.  A report of the findings of the research will written and launched at the Scottish Care Home Conference on the 18th November.

 

We are sorry that we have not been able to visit all the organisation who expressed interest in participating in this research.  We are however holding a Nursing Recruitment and Retention Seminar on Tuesday 6th December, to which all organisations interested in progressing the findings of our report will be invited. The venue and time for this meeting has yet to be confirmed but more information will be shared on our website over the coming weeks.

 

For more information please contact [email protected]

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SSSC Registration dates set for supervisors in housing support and care at home services

Registration dates set for supervisors in housing support and care at home services

All supervisors in housing support and care at home services must be registered by 30 June 2017. The SSSC have set the deadline date of 31 December 2016 for applications to register to guarantee that their registration will be complete by the required date of 30 June 2017.

The advice from the SSSC is not leave it until the last minute; submit your applications as soon as possible.

Did you start your job after 1 July 2014?

The above deadline only applies to workers who were in post before 1 July 2014.  Any worker who started after 1 July 2014 must apply for registration as soon as possible after they start employment and must be registered within six months of starting in their role.

Definitions of “supervisors”

Supervisors in housing support services are defined as “workers who hold responsibilities for providing and supervising the provision of care and/or support provided directly to a user of a housing support service”.

Supervisors in care at home services are defined as “workers who have responsibility for supervising workers and overseeing and monitoring the implementation of care plans”.

You can find more at  http://www.sssc.uk.com/about-the-sssc/multimedia-library/publications/55-registration/definitions-of-register-parts

Anyone carrying out duties described in the definition should apply for registration as a supervisor. If you are a supervisor in both housing support and care at home you must apply for registration on both parts of the Register.

Registration of support workers in care at home and housing support services

The Scottish Government is yet to advise when the Register will open for support workers in a housing support service and support workers in a care at home service. Once confirmation is received full information will be posted on the SSSC and Scottish Care websites.

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Palliative and end of life care workforce survey NES SSSC

Palliative and end of life care workforce survey NES SSSC 

Dear colleagues

As part of the Strategic Framework for Action for Palliative and End of Life Care, NHS Education for Scotland (NES) and the Scottish Social Services Council (SSSC) were asked to develop an education and development framework.

With the integration of health and social care we have a shared commitment to the learning and development of the diverse workforce across the public, third and independent sector. This survey is one part of a learning needs assessment across the workforce. We are also gathering valuable information through focus groups and staff engagement about existing skills and knowledge in the workforce, the extent and value of current learning opportunities and the opportunities for collaborative working and learning.

We would be grateful if you could disseminate this survey widely across your organisation and networks to all workers in health and social care, including specialist and generalist, clinical and non-clinical, who may be involved or come in contact with people with palliative care needs, their families and carers.

The survey can be accessed by following this link https://response.questback.com/nhseducationforscotland/cmzphjqbap

Alternative ways to access the survey are provided in the attached poster which can be displayed on staff notice boards, newsletters and in your staff communications.

This survey will be open until the 19th October 2016.

Thank you for your support.

Katharine Ross

National Workforce Development Lead

[email protected]

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Carers (Scotland) Act 2016 – how will this affect your way of working?

Carers (Scotland) Act 2016 – how will this affect your way of working?

The Scottish Government want to hear your views.

 

28 September 2016 – 10:00 – 15:30

Trades Hall Of Glasgow, 85 Glassford St, Glasgow, G1 1UH

 

The Carers (Scotland) Act 2016 was passed by the Scottish Parliament on 9 March 2016 and will commence on 1 April 2018.  Carers, key stakeholders and national organisations are now contributing their knowledge and experience to help shape the Act’s implementation, as they did the Act’s content, and the Scottish Government want to hear the views of front line practitioners who are working to support carers and the people they care for in shaping implementation of the Act.

 

At this interactive session you will hear more about the Carers(Scotland) Act 2016 and how it might operate. It will provide you with the opportunity to ask questions and clarify your understanding about provisions in the Carers Act 2016, hear more about implementation and approach to commencement, regulations and guidance; and participate in the development of Act regulations and guidance and other work streams, through facilitated discussion groups on specific topics.

 

To register, please follow this link:

https://www.eventbrite.co.uk/e/carers-scotland-act-2016-how-will-this-affect-your-way-of-working-tickets-27071524659

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Blog from Loretto Care’s Eddie Coleman : “No Two days the same”

Eddie Coleman : No Two days the same

‘A fantastic blog by Eddie Coleman – a front line support worker at Loretto Care and an active member of the Scottish Care Front Line Strategy Forum– highlighting the skills and attributes needed at the front line of social care.

Thanks Eddie!

 

I rang the bell. The door was opened by a perplexed looking Mrs Jones (not real name) clutching a letter in her hand.

‘Come in’, she said. So I did. ‘You look worried this morning’ I offered.  ‘Aye, I am son. I got this letter this morning and I haven’t stopped worrying since. I haven’t been able to eat breakfast for worrying’.

No breakfast, now that’s not good.

‘Can I look at your letter?’ I asked. ‘Of course you can, you were getting it anyway. They’re stopping my benefits’.

I looked at the letter and sure enough it was from the benefits office. The letter stated that there had been overpayments to Mrs Jones’s housing benefit going back three months and that they would be taking £3 off her benefits every two weeks until the overpayment is paid back. I explained all this to Mrs Jones who was visibly relieved. ‘Aw is that all? I just saw overpayment and pay back £30 and thought the worse’. She sighed.

‘Three pounds, not thirty’ I advised. ‘Should’ve gone to Specsavers’. That gave us a laugh anyway.

The Sherlock Holmes in me decided to double check the claims in the letter. I explained to Mrs Jones that I would like to phone housing to verify that there was in fact overpayments made to her housing benefit and asked her if that would be ok. It was.

In short, I spoke with a very nice person who informed me that this wrong and that it was a mistake on the part of the benefits office.

Right, I thought, put the rest of the morning on hold while I phone the benefits office. To be fair, I know they have a very, very busy schedule.

I phoned my office and spoke with the shift co-ordinator who was able to arrange for a colleague to do my next projected visit for me.

Deep breath.

Pachelbel’s Canon was very soothing to my ear. Not so the ‘you are number 48 in the queue’. Ok, so that was a bit of an exaggeration but you get the picture.

To cut a long story short, and quote Spandau ballet, I got it all sorted out after an hour and a half and was very happy to tell Mrs Jones that there had been a mistake and that her benefits will remain as they are.

Now, about that breakfast……

And the moral of the story is that patience, persistence, inquisitiveness, a nice manner and team work will get you through most days as a frontline care worker.

 

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URGENT – CAH & HSS PROVIDER MEETING

We are now just a month away from the implementation of the Living Wage for frontline care staff in care at home and housing support services.

This general meeting will consider the progress or lack of progress in some parts of Scotland in achieving the outcomes we all desire.

It will be an opportunity to reflect on what is working well and what still needs to be done.

All CAH and HS members are requested, if possible, to attend. The event will take place at the Renfield Centre, Glasgow at 1.00 on the 2nd September.

Please confirm your willingness and ability to attend to [email protected]

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National Care Home Contract Reform : Results of Independent Sector Provider Survey July 2016

National Care Home Contract Reform : Results of Independent Sector Provider Survey July 2016

Download Report

 

The input of providers to the Reform of the National Care Home Contract is of crucial importance, as whatever new arrangements are arrived at will underpin the commissioning, procurement, funding and delivery of publicly purchased care for the foreseeable future.

We therefore felt it was important to gather people’s views at the outset of the strengths and weaknesses of the current NCHC, and what they would most want any new framework to deliver. We will of course consult fully on the detail of what is proposed as this emerges.

The response to the survey in the time available was very gratifying, and has already allowed us to highlight to the other parties – Government, Councils, Health Boards, Care Inspectorate etc, the range of provider opinion. 

 

Please read the report, let us know if you think there are any key areas which have been missed, and keep involved with the process as it gathers momentum. 

We will ensure providers are kept up to date as the Reform process continues towards October and next April.

 

If you have any comments, feedback or questions, please contact Becca or Ranald.

 

Becca Gatherum

Policy & Research Manager

 

01292 270240

Email: [email protected]

Tel: 07584 659995