Bob Digby

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Wembley ConferenceSocial Care A New
AgendaNMDS - Key findings and the link to AQAA

• Bob Digby
• Penn Consultants
• NMDS London Consultant
• March 2008

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Introduction Whats NMDS About?

• National Minimum Data Set Social Care
• NMDS involves the collection of workforce data on
  up to 1.5 million people who work in Social Care
  in England.
• A similar exercise was completed in the NHS some
  time ago.
• Detailed information is available on
  www.nmds-sc.org.uk

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Introduction Whats NMDS About?

• In London to 31st Jan 08, information has been
  collected manually on organisations in Social
  Care but from October 2007 employers were being
  asked to submit employee data. (Phase 2)
• Employee data may be submitted on-line, where a
  username and password, together with a GXXXXX
  reference number,  has already been received by
  the employer from Skills for Care.

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Introduction Whats NMDS About?

• A single source of collecting information that
  provides Skills for Care with the ability to
  influence strategic planning and resource
  allocation on behalf of employers in the social
  care sector.
• Information is power and NMDS-SC will provide
  hard facts to drive forward the aspiration of
  ensuring dignity in old age and personalised care
  for millions of people who access services.

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Overview

• Around 80 of CSCI registered organisations in
  London have completed their (Phase 1)
  Establishment registration on NMDS.
• Phase 2 is the collection of employee data to get
  a more detailed understanding of the workforce.
• In Social Care, around 80 of the workforce do
  not work for the state.
• NMDS is set to become an oasis in a data desert
  we dont know what we dont know!

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Overview

• Excellence in Social Care will depend on
  developing the workforce.
• Through NMDS data, the sector can win the case
  for preferential government funding.
• There has been a lack of firm evidence about the
  sector on which to base any decisions.
• The sector is complex to understand and
  coordinate with over 39,000 establishments
  providing multiple services.

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Turnover Vacancy Rates

• Overall (all categories) t/o 19.3 pa
• Rising to 25.9 in domiciliary care.
• A turnover of 15 generally represents a problem!
  But over 20 is a deterrent to quality of
  service.
• The t/o for care workers in a domiciliary setting
  is 28 and this represents an unsupportable cost
  of replacement.

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Turnover Vacancy Rates

• Nationally, 66 of direct care staff are working
  towards relevant qualifications.
• Nationally, 84 of care workers are women.
• 60 of workers are over the age of 35.
• Out of 120,000 staff recorded at April 07, 95
  were permanent but 22,900 had left in the
  previous 12 months.

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Turnover Vacancy Rates / Lessons

• High turnover prevents a quality service.
• It also drains resources, people and money.
• Top reasons for leaving-
• Poor relations with manager
• Poor pay and conditions
• High workload
• Poor relations with colleagues
• Inadequate resources

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Pay
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Pay
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Qualifications
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Qualifications
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Age (All workers)
15
Gender (All workers)
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The Link to AQAA

• Annual Quality Assurance Assessments
• Regulations for care homes, domiciliary care
  agencies and adult placement schemes have
  changed, allowing CSCI to introduce a
  self-assessment scheme for these services from
  1st July 2006.
• Every year CSCI will ask providers to tell them
• about their service
• how they are consulting with the people who use
  the service
• what improvements they have planned.

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The Link to AQAA

• Like the Education Sector, there is no point in
  regular inspection of the very good providers.
  (Hence trend to self certify)
• A question may be asked about whether your NMDS
  Registration is completed.
• Non completion could affect your CSCI
  registration.

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Questions?

• Thank you!
• Further help?
• NW and NE London 01494 817000
• N Central / S Thames 01895 832137
• Bob Digby
• Penn Consultants
• NMDS London Consultant
• March 2008