Jill Manthorpe & Jo Moriarty
September 2011

http://www.kcl.ac.uk/schools/sspp/interdisciplinary/scwru/
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 National Minimum Data Set for Social Care
(NMDS-SC) - maintained by Skills for Care
 Employer-led organisation responsible for the training standards and development needs of the adult social care workforce in England


Secondary analysis of NMDS-SC by Dr Shereen Hussein
 http://www.kcl.ac.uk/schools/sspp/interdisciplinary/scwru/pu bs/periodical/
Better information on adult social care workforce in
England than in other UK countries
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 Dominated by women
 Horizontal and vertical gender segregation
 Data sources:
Social Trends 40 & Hussein, 2009, Social
Care Workforce Periodical (2)
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

General - Social Trends 40
(2010)
Social care - Hussein, SCWP
 Unemployment rates higher among people from black and
Around 17 % from BME group compared with around 8 % in population as a whole minority ethnic groups than among White British people
(Social Trends 40)
 Almost 20 % are migrant workers
Rates of economic activity decline once people reach their 40s
 Only 12 % aged 18-25 Mean age is 42
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UK 2008-2009 - Social Trends 40,
2010
Per cent Reason
Involuntary
Made redundant
Temporary job ended
Dismissed
Voluntary
Resigned
Family/personal reasons
Health
Retirement
Other
25
14
3.2
27.2
6.2
2.7
2.1
19.2
Hussein, 2010, SCWP 8
Reason
Involuntary
Made redundant
Temporary job ended
Dismissed
Voluntary
Contractual/nature of the work
Personal reasons
Career development/improved job
Retirement
Undisclosed/unknown
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Per cent
1.2
1.2
5.5
11.4
25.2
25.2
4.1
26.2
7

 Average turnover rate of 15 %
(Hussein, 2009)
 Varies among employers (LoCS)
 Highest among direct care workers
 Skills for Care say that exit mainly takes place to
NHS or local authority employers
 Better terms and conditions seem to be the main reason here
 Witnessing the loss of day centre staff?
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 Many social care jobs are paid at the level of the minimum wage
 Currently £5.93/€6.9 per hour (over 21) (£4.92 18-20 years)
 Differences between sectors



Existence of a public/private sector pay divide (maybe not top managers…)
Pay rates (superficially?) better when working with people receiving personal budgets/direct payments
Differential access to pensions and other employment rights
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

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Training seems to lead to improved job satisfaction (e.g.
Moriarty et al, 2010) but limited information as to whether this helps retention
Role of regulation in improving training?
 Positive impact of Nat. Minimum Standards (Gospel, 2008)
Biggest impact comes from seeing training as investment
(Rainberd et al, 2009)
BUT limited access to training in specific areas such as dementia care (NAO, 2007) and PA work can be training free zone (PA strategy)
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 Most managerial and professional staff have traditionally had experience of care work
(Balloch et al, 1999)
 No recent evidence if/how this has changed
 Role of human capital?
 Where do entry levels and professionalising the workforce fit in with this?
 Many seem to leave to ‘better themselves’
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 Government wants to see
 Increase in numbers of people with personal budgets esp. direct payments
 Paid workforce may include family members/adult fostering/shared lives (10k)



New types of service and employers
 Expansion of mutuals and co-operatives
Changes to benefits system

To increase people in paid work and introduction of flexible age of retirement
Changes to immigration rules

Cap on people coming from outside the European Economic
Area but larger EU !
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 Older workers have certain views about training…
 Flexibility on their terms
 Employers will need to brush up on pension interactions
 Different rewards…
 Team dynamics
 Management styles
 Creativity is not just for the young !

 Sector changes
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Will personalisation lead to increased job satisfaction and retention?
Or more choices for workers?
Will people want different jobs with ‘safety-net’ work?
What can employers offer?
 How can sector hold on…
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 Acknowledgements
 We acknowledge the contribution of Skills for Care for access to the NMDS-SC and the Department of
Health for funding the analysis of the NMDS-SC and for its support for the Unit.
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