Engage: Managing your service in line with the Workforce Strategy for Adult Social Care

Sarah Gilbert, Head of Workforce Strategy, Implementation Unit at Skills for Care, talks about how to manage your care service in line with the Workforce Strategy for Adult Social Care’s recommendations.

The Adult Social Care Workforce Strategy, which launched in July 2024, sets out recommendations to ensure adult social care has enough of the right people and the right skills to meet future demands for care. As part of this, the Strategy offers essential guidance and support for registered managers and those running care services. I wanted to spend some time discussing some of the things registered managers can do to help them in their roles and to implement the recommendations of the Strategy to achieve better care outcomes.

The first resource I’d recommend managers look at is the Adult Social Care Workforce Data Set (ASC-WDS). It enables you to benchmark your service against others. Importantly, the data you provide is used by decision-makers to monitor trends and understand the state of the sector, making your input vital for sector-wide improvements. Those signed up for ASC-WDS also have access to the Department of Health and Social Care’s (DHSC) new Adult Social Care Learning and Development Support Scheme (LDSS), which allows you to access funding for staff training.

As part of the Strategy’s recommendations, a recent update to training guidance has seen the introduction of the new statutory and mandatory training guidance, replacing the old ‘core and mandatory training guidance’. This is an effort to clarify and simplify training requirements. This new version makes it clearer for managers to understand what training is essential, whether it’s statutory (required by law) or mandatory (compulsory by regulations or standards). This update is aimed at reducing the burden on staff and employers by preventing unnecessary repetition and duplication of training, ultimately saving time and money.

The Strategy called for ongoing support of the Care Workforce Pathway. The Pathway offers a clear guide to what a career in social care looks like, detailing the knowledge and behaviours required for various job roles within the sector. You should consider integrating the Pathway with your career development strategy for your workforce as it provides a clear plan for the development of those employed in many care sector jobs.

Workforce wellbeing encompasses everything from health and the working environment to how your team feels about their roles and, as the Strategy says, should be a priority for those organisations looking to maintain a happy and effective team with minimal turnover. Make use of wellbeing resources and encourage staff to take advantage of free NHS health checks available to them.

Integrated Care Systems (ICSs) across the country are mapping their local work to the Workforce Strategy. Reach out to your ICS to find out how you can get involved, and don’t hesitate to contact your Skills for Care locality manager, who can help you connect with ICS leads in your area.

Finally, staying informed is essential for registered managers and those leading a service. Sign up for ebulletins and newsletters, such as Skills for Care’s eNews, to keep up with changes and priorities in the sector.

Be sure to check out the complete series of recommendations from the Workforce Strategy for Adult Social Care. Alternatively, visit our ‘Managing your service’ campaign landing page.

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