Health and Social Care Skills and Employment Outcomes - Shared Intelligence
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Health and
Social Care Skills
and Employment
Outcomes
Shared Intelligence
CONTENTS
FOREWORD 05
INTRODUCTION 06
CONTEXT 08
SCALE OF THE HEALTH AND CARE SECTORS 10
AGREED OUTCOMES 12
DELIVERING THE OUTCOMES 14
DEVELOPING THE AGREEMENT 20
WIDER CONTEXT OF INITIATIVES AND EXAMPLES 22
OF CURRENT ACTIVITY
WHO WE ARE 25
Central London Forward
FOREWORD
FROM MAYOR BIGGS
Access to high quality health and social However, the agreement is just one piece of
care provision when needed is key to a puzzle that can only be completed through
ensuring everyone can live a fulfilling life national legislative reform. We support the
comments made by the Care Quality Commission
within their community. that there is a need for a new deal for the health
The skill and talent of the people who work in and social care workforce ‘that develops clear
these sectors are at the heart of this. Enabling career progression, secures the right skills for
successful and rewarding careers in health and the sector, better recognises and values staff,
social care must therefore be a priority for both invests in their training and supports appropriate
national and local government. The challenges professionalisation.’ Similarly, the national charity,
the sectors have faced during the course of the Skills for Care, notes the need to invest in our
pandemic have only increased public awareness health and social care workforce.1 We welcome
of the important role health and social care plays active partnership with government in developing
in society. a system that works for all our residents – providing
This employment and skills outcomes both high quality health and care support and
agreement demonstrates the collective good jobs with a clear progression pathway.
commitment of employers, education and training There are limits to what we can achieve until
providers and councils in central London to action is taken on the wider reforms called for
improving learning and development in the health by the CQC and the good practice promoted
and care sector. The agreement will help better by Skills for Care, but with 430,000 care workers
match skills provisions with employer needs. I hope leaving their jobs every year and 120,000
that through this we will support more residents vacancies at any one time, we need to build
to obtain employment in the sector and to a sector that works for employers, employees,
progress within it; and that employers will be better and service users. This is an ambitious agreement
supported to recruit, train and retain a workforce representing a positive step in that journey
with the necessary skills. towards wider reform and together with our
partners we are committed to making it work.
Mayor John Biggs
Mayor of Tower Hamlets
1 Care Quality Commission (2019/20), The state of health care and adult social care in England 5
1.5 Skills for Care (21st October 2020), Social care needs to fill more than 100,000 vacancies
INTRODUCTION THIS IS AN EMPLOYMENT AND SKILLS OUTCOMES AGREEMENT FOR THE HEALTH AND CARE SECTORS IN CENTRAL LONDON. IT REFLECTS A SHARED COMMITMENT ON THE PART OF EMPLOYERS, EDUCATION AND TRAINING PROVIDERS AND LONDON BOROUGHS IN CENTRAL LONDON TO WORK TOGETHER.
Central London Forward
The employment and skills outcome The outcomes commended by the signatories
agreement to this agreement have been developed to
address some of the most pressing employment
This is an employment and skills outcomes and skills challenges and opportunities in the
agreement for the health and care sectors in health and care sectors. Action on these issues
central London. It reflects a shared commitment will first and foremost seek to improve relationships
on the part of employers, education and training and common goals between health and care
providers and London boroughs in central London commissioners and employers including local
to work together. authorities, and education and training providers
It is intended to deliver benefits to the seeking to improve skills levels amongst local
communities in central London by helping communities. It will also benefit the sector itself,
residents to obtain employment in the sector and enabling better entry and career progression. This
progress within it, to enable employers to access agreement demonstrates the commitment to this
people with the skills they require and as a result, collaboration and to securing better outcomes for
to improve the quality of health and care. The learners, providers, employers and the quality of
focus of the agreement is on entry level posts and health and care provision.
early progression within the sector as this has been We have agreed a set of outcomes related
identified as a core priority for councils, employers to the promotion of the sector, the quality of
and education and training providers. work, access to the skills required to obtain jobs
The health and care sectors in central and progress, and the transferability of relevant
London are vital to the health and wellbeing qualifications between employers. We have
of residents and to the local economy. This is also agreed to test and develop a set of actions
particularly important in the light of COVID-19 necessary to achieve the agreed outcomes and
and the economic impact. We are confident ways of measuring progress. The results of this
that this agreement and further iterations of it will process will be reflected in future versions of the
contribute to high quality care and employment in agreement which we will update annually.
health and care in central London. This agreement reflects the outcome of a series
The development of the agreement was of discussions that began with five of the CLF
instigated by Central London Forward, reflecting boroughs including health and care employers,
the fact that health and care is one of the top education and training providers. The discussions
three sectors in terms of employment in eight of were then extended to the other CLF boroughs.
the 12 CLF member boroughs.2 The agreement It is intended to be a living document and will be
will be key in influencing how skills support is reviewed annually to capture learning from the
commissioned in London to act as a best practice application of it by employers, education and
example for this sector and others. training providers and councils across central
Employers have also been involved in the London and progress in relation to the Care
creation of this framework. These have ranged Certificate.
from nationally significant hospitals to GP This document comprises:
practices and from national care providers to • A description of the context in which the
small residential care homes. COVID-19 has agreement has been developed;
highlighted the importance of the sector and has • A picture of the scale of the health and care
increased the level of interest in careers in the sector;
sector overall in terms of both the care it provides • The outcomes which have been jointly agreed
and its attractiveness as an employer. Education by the signatories to the agreement;
and training providers have also contributed • A wider outcomes framework including a
to the understanding of the challenges and suggested set of activities to deliver the agreed
the identification of solutions. Now is the time outcomes and ways of measuring them;
to capitalise on these contributions and drive • An explanation of how it is envisaged that the
change. agreement will be adopted and reviewed.
The concept of employment and skills
outcomes agreements was promoted in a report
published jointly by the then UK Commission on
Employment and Skills and the Association of
Colleges3. The way in which this agreement has
been developed reflects a core recommendation
in that report; to begin with agreement on
high level outcomes rather than how they are
measured.
2 Central London Forward is a sub-regional partnership bringing together the 12 central
London boroughs: Camden, City of London, Hackney, Haringey, Islington, Kensington and
Chelsea, Lambeth, Lewisham, Southwark, Tower Hamlets, Wandsworth and Westminster.
3 UK Commission for Employment and Skills (2015), Local action, national success: how 7
outcome agreements can improve skills delivery
CONTEXT
Central London Forward
The development of this agreement has coincided Finally, it is important to recognised that this
with a number of other initiatives in London and agreement was finalised during spring 2021, when
nationally which aim to address current barriers COVID-19 cases remain significant and stringent
and workforce development challenges within social distancing requirements are in place. This
the health and care sectors. These include the has at least three implications for this initiative:
proposed Health and Social Care Academy • It has raised the profile of the health and care
being led by the GLA through the London sector and its value to society;
Recovery Board, and the Social Care Academy • It has reduced the time available to people
in development through the London Directors of to participate in the development of this
Adult Social Care (ADASS). The aim in developing agreement;
this agreement has been to ensure that it • It has implications for ability of organisations
complements and takes account of these wider to deliver actions which will help to achieve
initiatives. More information on them can be found the aspirations in the agreement including, for
on pages 23 and 24. example, work placements.
The Care Certificate, developed by Skills for Our approach to implementing the agreement
Care, Health Education England and Skills for with an annual review provides ways of handling
Health, has a significant contribution to make these pressures and uncertainties.
to achieving many of the outcomes in this
agreement. We are however aware of issues
relating to variation in the quality of delivery of
the certificate and employer recognition of it.
These are significant barriers to achieving good
employment outcomes, particularly in the care
sector. In order to achieve better employment
outcomes continued work is required to enable
the adoption of the certificate. This agreement is
intended to both enable progress to be made in
the short term and to support action to embed the
certificate in a more consistent way.
9
SCALE OF THE HEALTH AND CARE SECTORS
Central London Forward
The scale of employment within the health and However, the context of the health and social
social care sector is significant nationally, in care sectors has shifted significantly in more recent
London and in the CLF area. National figures for times. Much of the data informing future trends
2018 show that the health and social care sector is will be influenced in some way by the onset of
the second biggest employment sector, with 12.7 the pandemic. The health and social care sectors
per cent of employment belonging to the sector. have already seen accelerated transformation
In London the health and social care sector is the in the short-term since responding to COVID-19.
fourth largest by employment, with 10.3 per cent of Over 700,000 people registered as an NHS
employees working in the sector. Over 50 per cent volunteer and the voluntary and community sector
of the sector’s employees in London work in the saw large numbers of people offering their time
Central London Forward area. These figures also and resources for support within the community.
showed that within the Central London Forward Councils have played a large part in this by
boroughs, the health and social care sector was in organising volunteers, offering up car parks and
the top three employment sectors in eight of the removing parking charges for NHS staff during the
twelve boroughs, and was the largest employment immediate crisis, and supporting the sourcing and
sector in Lambeth, Lewisham and Wandsworth.4 redistribution of PPE equipment. This quick and
The data also shows that the health and positive response has also begun to address some
sector care sector has grown significantly over of the structural workforce challenges anticipated
recent years. Within the CLF boroughs alone, in the future. As a result of the collective efforts
employment within the sectors has grown by 8.5 the country has taken in supporting the sector
per cent from 2015-2018, an increase of around to respond to the pandemic, it has been widely
21,000 employees.5 Within the CLF area, the recognised that this period is an important time to
health and social care sector has been the fourth harness opportunities for creating better conditions
fastest growing sector, both proportionately and for employees and increasing accessibility of, and
absolutely. Prior to the onset of the pandemic in progression within careers.
March 2020 this growth was expected to continue.
One of the influencing factors in this growth so
far, and projected growth in the future, is the role
that the ageing population has played. By 2030,
WITHIN THE CENTRAL
England is expected to have 12.9 million people LONDON FORWARD
aged 65 and over (an estimated 21 per cent
of the population, an increase of 31 per cent BOROUGHS THE HEALTH AND
compared to 2016).6 Central London Forward SOCIAL CARE SECTOR WAS IN
Boroughs are expected to see growth in this age
group of 48 per cent by 2030 compared with 2016 THE TOP THREE EMPLOYMENT
figures, increasing from 275,840 to 407,964 people.
With an ageing population comes various health
SECTORS IN EIGHT OF THE
and social care requirements, which means that TWELVE BOROUGHS
the sector is only likely to become more important.
The total demand on the health and care sector is
expected to grow by 34 per cent by 2030.
4 Office for National Statistics (ONS) (2018), Business Register and Employment Survey,
Employees in the UK: 2018
5 ONS (2018), Business Register and Employment Survey, Employees in the UK: 2018 11
6 Skills for Care (2017), The state of the adult social care sector and workforce in EnglandAGREED OUTCOMES THIS AGREEMENT IS DESIGNED TO MOBILISE THE CONTRIBUTION OF COUNCILS, EMPLOYERS AND EDUCATION AND TRAINING PROVIDERS TO SECURE HIGH QUALITY EMPLOYMENT IN THE HEALTH AND CARE SECTORS IN A COLLABORATIVE AND MUTUALLY ACCOUNTABLE WAY.
Central London Forward
The signatories to this agreement share a employment in the sector.
commitment to the delivery of the outcomes
set out below and encourage health and care » Outcome area 4a: People have access to skills
employers, education and training providers required to work in the health and care sector
and councils in the CLF area to agree how best » Outcome area 4b: New entrants have the
to collaborate to achieve these outcomes and necessary core skills including digital literacy
to hold each other to account for doing so. This and “fusion skills” and an appetite to progress
agreement is designed to mobilise the contribution within the health and care sector
of councils, employers and education and training Specific outcomes:
providers to secure high quality employment in • Entry level health and care qualifications are
the health and care sectors in a collaborative available which meet the needs of employers
and mutually accountable way. It is inevitably and prospective employees.
the case, however, that some outcomes relate • People have access to short bespoke provision
primarily to one group of organisations than that aligns to specific skills needs of employers.
another. • Learners benefit from good quality and relevant
This section provides further detail around work experience placements.
these outcomes and who is best placed to take
» Outcome area 5: More opportunities for
responsibility to achieving them.
progression and career development within the
health and care sector
A summary of the agreed outcomes Specific outcomes:
• Learners and employees are able to identify
» Outcome area 1a: More people are interested clear routes into and through the health and
in pursuing a career in the health and care care sector.
sector • Employees are able to move roles and take up
» Outcome area 1b: People enrolling for new opportunities for employment within the
education and training are genuinely interested sector, enabling further skills development and
in a career in the sector career progression.
Specific outcomes:
• A higher level of awareness of employment » Outcome area 6: Establishing health and care
and progression opportunities in the health and as a “good work” sector
care sector and the training and development Specific outcomes:
available. • An increase in the number of employers in the
• The production of outputs and guidance for health and care sector offering London Living
careers advisors. Wage and meeting high quality workplace
practices, including those set out in the Mayor’s
» Outcome area 2: More people who are facing Good Work Standard.
barriers to employment achieve secure jobs in • Increased use of apprenticeships.
the health and care sector
Specific outcomes: » Outcome area 7: Establishing health and care
• A reduction in the impact of social factors as a safe sector for all communities
including exclusion, family circumstances and Specific outcomes:
personal confidence. • The sector provides a safe working environment
• An increase in the numbers of people from for all communities.
priority groups gaining employment in the • New entrants are fully aware of their role in
health and care sector (priority group are ensuring a safe workplace.
determined by individual employers, providers
and boroughs). » Outcome area 8: Improved quality of care
• A reduction in employees leaving the health provision
and care sector. Specific outcome:
• Increased access to employment for those with • Improved entry-level recruitment and career
qualifications and employment experience progression contributes to improved health and
from other countries. care provision.
» Outcome area 3: More people who have
become unemployed due to the pandemic
can access good employment in the health
and care sector
Specific outcome:
• People who are unemployed but are mid
and high-level skilled are able to access
opportunities to retrain/reskill to access good
13DELIVERING THE OUTCOMES
Central London Forward
The table below sets out a suggested set of actions to deliver each of the outcomes and ways in which
progress can be measured. The table also identifies a lead for each action.
This table is the product of work with five of the CLF boroughs and discussion with employers and
education and training providers in the CLF area. It is work in progress and is intended to provide a
starting point for discussions at a local level. It is envisaged that, where they are in place, existing local
structures such as the Islington Health and Social Care Academy will be used to discuss how best to
adopt the agreement locally. Elsewhere CLF will encourage member boroughs to initiate conversations
locally, but employers and education and training providers are also encouraged to take the initiative.
Outcome Specific What activity needs to take What are the possible metrics?
area outcome place to deliver the outcome? How can it be measured and who
can measure it?
1a More people A higher level All partners – employers, training Consider measuring:
are interested of awareness providers and councils: • Drop out rate – The number of learners
in pursuing a of employment Promotion of careers advice, not completing courses and moving
career in the and progression information and guidance: to unrelated training.
health and care opportunities • Working closely to develop and • Conversion – Those who attain a
sector(s) in the health promote careers advice, information qualification relevant for the sector.
and care sector and guidance on the opportunities • Progression – The proportion of those
(s) and the that are available and how these who qualify and go on to work in the
1b People enrolling training and opportunities can be accessed. sector.
for education development • Ensure that we reduce
and training available. misconceptions and misinformation Request from employers/ training
are genuinely around achieving employment in the providers/ commissioners data and
interested in a Careers sector. numbers on health and social care
career in the advisors have • Develop and maintain courses, drop out, conversion and
sector access to a comprehensive resources for career progression rates within the CLF area.
wide variety of advisors on career pathways and
resources which Consider data trends by NHS Trust and
options for roles in the health and CCG as a possible metric, based on the
inform and care sectors.
guide them quarterly and monthly published data.9
• Work more closely with primary and
on careers in secondary schools to improve young In the longer term, measure increases
the health and people’s awareness of careers within in BRES figures at a borough and
care sectors, the health and care sectors. E.g. more local level for the number of
so they are through careers talks and including people in the health and social care
better informed health and social care in the standard industrial classification (SIC)
to guide curriculum. and in health and social care standard
prospective occupational classifications (SOC)
learners and Enabling access to, and progression from the annual population survey at a
employees. within, career pathways in the health borough level compared to the number
and care sectors: going through courses.10
Education • Partners work more closely together
and training to support access to opportunities Building on the work of Skills for Care,
providers use a and progression in skills development vacancy rates should be monitored to
values-based and employment opportunities. understand sector growth as well as
approach in • Partners work together to develop a replacement demand.11
the recruitment values-based recruitment approach Consider using similar measurements
of students onto which seeks to select candidates that have been used during the
health and for courses based on attitudes and pandemic to measure ‘interest’ – often
care courses. values required to work in the sector, these included metrics such as numbers
in addition to education and skills of applications received for job roles
requirements.7 and visits to specific careers-related
Work experience web pages.12
• Identify employers who may be best
placed to provide work experience
opportunities and within these,
encourage more work experience
in social care through non-monetary
means.8
• Institute exchange options for nurses
so they can experience working in
social care.
Training providers:
Raising awareness with learners of
careers in the health and care sectors
• Take a central role in provision of
comprehensive careers advice,
information and guidance.
• Harness the opportunities in ESOL
and other classes to raise awareness
of the opportunities in health and 15
care sector(s).Central London Forward
Outcome Specific What activity needs to take What are the possible metrics?
area outcome place to deliver the outcome? How can it be measured and who
can measure it?
2 More people A reduction in Employers, training providers and Measure the same data as above in
who are facing the impact of sector bodies: addition to data on:
barriers to social factors Creation of more suitable pathways • Profile of learners;
employment including • The development of new pathways • Profile of new employees;
achieve secure exclusion, family to meet the needs of priority groups • The resilience of the health and care
jobs in the circumstances (including adjusted apprenticeships sector compared to other sectors.
health and care and personal and flexible learning).
sector(s) confidence. • Adoption of a more standardised In addition to course drop out,
care certificate to assist with those conversion and progression rate, track
An increase in who are reskilling to go into the the previous education level of their
the numbers health and social care sector. adult learners and age for the adult
of people learning cohort to determine whether
from priority Training providers: they are likely to be retraining to go into
groups gaining Wrap-around support the sector. Continue to track changes,
employment • Develop more wrap-around support as there is likely to be more increases
in the health for learners from priority groups who in unemployment over the Winter
and care sector come to the end of a course to 2021/2022.
(priority group support them with the next step in
are determined their career pathways (for example, Track new business start up rate within
by individual follow-on courses, work experience, the sector to understand how the
employers, and securing employment). market is developing. The increase or
providers and decrease of new enterprises trading and
boroughs). Councils registering for CQC inspections will also
Supporting access to targeted help to measure demand in the sector.14
A reduction employment opportunities
in employees • Where learners are identified who
leaving the may have ESOL needs councils
health and should offer support which is
care sector. specifically targeted at securing
employment which provides better
Increased opportunities for learning English.13
access to
employment
for those with
qualifications
and
employment
experience
from other
countries.
3 More people People who are Councils: Review literature on those moving from
who have unemployed Identifying and supporting those other sectors to care.
become but are mid negatively impacted by the pandemic
unemployed and high-level • Work with local authority adult Collect data on users of organisations
due to the skilled are education services to map the offer (such as Me Passport) and their
pandemic can able to access available to those who have been employment outcomes.
access good opportunities to made unemployed as a result of the
employment in retrain/reskill to pandemic
the health and access good • Identify residents in this priority group
care sector(s) employment in and link them into Adult Education
the sector. Services to offer reskilling/retraining
opportunities.
Training providers and employers:
Specific courses to aid transition
between sectors
• Work together to adapt and develop
transition and fast-track transition
courses.
Employers:
Increasing awareness of health and
care roles and transferable skills
• Employers should showcase the
diversity of roles within the sector
(e.g. IT, management and project
management), highlighting where
skills are transferable.
16Central London Forward
Outcome Specific What activity needs to take What are the possible metrics?
area outcome place to deliver the outcome? How can it be measured and who
can measure it?
4a People have Entry level Employers and training providers: At a high level, draw on the Employer
access to health and care Development of an accredited entry- Skills survey data on in-work progression.17
skills required qualifications level qualification and short courses to
to work in the are available develop specific skills Analysis of data provided by
health and care which meet • Employers and training providers educational institutions to determine
sector(s) the needs of should work together to develop the availability of and participation in
employers and an entry level course which suits relevant health and social care courses
prospective the needs of, and is recognised and progression from these courses into
employees. amongst, employers. roles in the sector – this will provide an
• Employers and training providers assessment of whether the courses are
People have should collaborate to develop teaching the right skills.
access to courses that address specific skills
short bespoke Undertake a survey of employers and
needs, for example digital literacy
provision learners, measuring whether learners
and “fusion skills”.
that aligns faced barriers, or whether employers
Training providers: feel learners are work ready.
to specific
Raising awareness of health and care
skills needs of Track apprenticeships at different levels
career pathways to aid access and
employers. DfE Apprenticeships and traineeships
progression
Learners benefit • Build on the work of Health data.18
from good Education England in the mapping Analysis of EMSI/Burning Glass data
quality and of career pathways, broadening out on vacancies and skills of those in the
relevant work to include care career pathways
sector.19
experience and education provision.15
placements. • Provide up to date careers advice Analysis of Higher Education Statistics
information and guidance on Agency (HESA) data, which provide
careers pathways. statistics support around higher
4b New entrants Learners and • Support access to relevant skills and education.
have the employees are employment opportunities through
necessary core able to identify links with other training providers and Request data from the GLA or ONS
skills including clear routes into employers. to track the state of digital skills and
digital literacy and through literacy. This could be done at a
and “fusion the health and Employers, training providers and borough level, or by comparing the
skills” and an care sector(s). accredited bodies: rate of digital literacy by (for example)
appetite to Work experience age or ethnicity to the makeup of new
progress within • Development of good quality entrants to the sector to determine
and relevant work experience
the health and digital literacy.
opportunities with suitable
care sector(s)
employers and embedding these An additional point could be to check
early on in education and training with educational institutions and
5 More Employees are opportunities.16 employers whether there are these and
opportunities able to move Digital learning other fusion skills lacking in the sector.20
for progression around and • Develop methods of digital learning,
and career take up new including the potential to create a
development opportunities group which can look specifically
within the for employment at how digital learning can best be
health and care within the adopted.
sector(s) sector, enabling Accredited bodies, employers and
further skills STPs:
development • Build on current efforts to develop
a skills passport for the health and
and career
care sector(s) and other portable
progression.
qualifications and skills.
• Build on work by Health Education
England to identify and develop
clear routes for career progression
through the health and care sectors
(as above).
Council:
Commissioning
• Explore use of council commissioning
and procurement to support
adoption of the skills passport
and recognition of qualifications -
Encourage other areas of the sector
to develop and embed this.
Employers:
Flexibility to allow upskilling
• Identify ways that would allow
existing employees to be released
from duties to undertake further skills
training and CPD activities. 17Central London Forward
Outcome Specific What activity needs to take What are the possible metrics?
area outcome place to deliver the outcome? How can it be measured and who
can measure it?
6 Establishing An increase in Councils: Track whether there are increasing
health and care the number of Encourage adoption of key standards numbers of employers who pay London
as a “good employers in • Use councils’ commissioning and Living Wage, meet the Mayor’s Good
work” sector(s) the health and procurement activities to promote Work Standard or meet the ethical care
care sector(s) and encourage adoption of the charter
offering London standards of Good Work, for example
Living Wage relevant standards set out in the From an employee perspective, review
and meeting Mayor’s Good Work Standard and employee satisfaction levels such as
high quality the Ethical Care Charter. Examples of through the NHS Staff survey.22
workplace standards include: Analysis of CQC ratings for NHS Trusts
practices, • Commitments to fair pay and and care providers.23
including limiting/avoiding zero-hours
relevant contracts, Analysis of DfE Apprenticeships and
standards • Commitments to skills and Traineeships data to identify whether
set out in the progression through provision there is an increase in the number
Mayor’s Good of accredited and recognised of apprenticeships in the sector,
Work Standard training, particularly compared proportionally to
and the Unison • Commitments to ensuring care other sectors.
Ethical Care provision is client focussed. Track the number of health and adult
Charter.21 social care providers signed up for good
Employers:
Increased Undertaking action to adopt key work charter through the GLA and the
use of standards number signing up for the Ethical Care
apprenticeships. • Undertaking action to achieve Charter.24
standards of ‘Good Work’, such as
those presented in the Mayor’s Good
Work Charter and the Ethical Care
Charter.
• Undertake action towards becoming
a London Living Wage employer.
7 S kills for Care, Values-based recruitment and retention online events, (This work could
build on the current training offered to employers by Skills for Care on values-based
recruitment)
8 It is recognised that a significant barrier for many employers in providing work experience
opportunities is the lack of capacity to do so. Yet good quality, relevant work experience
is vital to increasing awareness of the requirements of the sector. Therefore, a middle
ground needs to be found where employers can be supported to provide the
experience needed without over-stretching resource and capacity.
9 N HS Digital (2020), NHS Workforce Statistics – June 2020
10 ONS (2018), Business Register and Employment Survey, Employees in the UK: 2018 and
ONS (2019), Annual Population Survey April 2018 - March 2019
11 Skills for Care (2020), The state of the adult social care sector and workforce in England
12 The Guardian (Andalo, August 2020), “There’s so much respect for the NHS right now’:
interest in healthcare degrees on the rise
13 For example, those working across clinician roles may be more exposed to English
language than other non-customer facing roles. Employers may therefore relax English
18 requirements if the learner understands the work.Central London Forward
Outcome Specific What activity needs to take What are the possible metrics?
area outcome place to deliver the outcome? How can it be measured and who
can measure it?
7 Establishing The sector Employers and sector bodies (e.g. Collect data on who occupies which
health and provides a CQC, NHS Employers): roles within the sector, such as through
care as a safe safe working • Identify and raise awareness of roles annual population survey data at a
sector(s) for all environment for deemed to be ‘safe roles’ (e.g. those high level, as well as surveys of specific
communities all communities. roles that carry a low risk of exposure employers to gather more granular
to COVID-19). detail.
New entrants
are fully aware Training providers and accreditation
of their role in bodies:
ensuring a safe • Work with employers to ensure safety
workplace is a key feature of education and
training provision.
8 Improved Improved Sector bodies, employers and councils: Track data on deaths/injuries in care
quality of care entry-level • Encourage a ‘safe employer’ charter homes due to health and safety issues
recruitment between training providers and or other preventable causes from data
and career employers. gathered from care homes within CLF.
progression
contributes Track improvements in results of CQC
to improved inspections of specific NHS trusts,
health and hospitals, and care homes.
care provision. CQC ratings for NHS Trusts and care
providers.25
14 ONS (2020), UK business: activity, size and location
15 Health Education England (2019), Health Informatics Career Pathways Project, Report B:
Full Survey Findings
16 At level three there is a requirement to go into placement – but not at level two as this is
only advised.
17 Department for Education (DfE) (2018), Employer skills survey 2017: UK findings
18 DfE (2020), Apprenticeships and traineeships data
19 Emsi, Emsi skills and Burning Glass, Burning Glass Technologies United Kingdom
20 ONS (2019), Exploring the UK’s digital divide
21 Mayor of London, What is the Mayor’s Good Work Standard?
22 NHS Staff Survey (2020), NHS Staff Survey 2020
23 Care Quality Commission (2019), Levels of ratings: NHS trusts
24 Unison (2013), Unison’s ethical care charter 19
25 Care Quality Commission (2019), Levels of ratings: NHS trustsDEVELOPING THE AGREEMENT
Central London Forward
As the previous sections to this agreement make CLF and its partners are committed to
clear, the signatories to it encourage employers, maintaining the agreement as a live document,
education and training providers and councils reflecting the outcomes of discussions locally and
in the CLF area to commit to achieving the progress on other relevant initiatives including the
outcomes and to agreeing the actions required to care certificate. We will collate the outcome of
do so, drawing on the suggestions above. local discussions and the results of local monitoring
of progress in order to inform an annual review of
the agreement.
21WIDER CONTEXT OF INITIATIVES AND EXAMPLES OF CURRENT ACTIVITY
Central London Forward
There are a number of initiatives that are Skills for Care Learning and Skills Framework
happening in parallel to support the health and
social care sector. It will be essential to capture this In 2019 Skills for Care convened a workforce
activity and ensure that the overall outcomes can development forum to explore the potential
complement each other as the work progresses. for a learning and skills framework. The aim of
These initiatives are listed below. this framework would be to support people into
entry level positions in the sector, and support
progression through careers in care. There was also
GLA Health and Social Care Academy some focus on exploring how to better embed
The Greater London Authority are developing the care certificate into learning and employment
plans for a Health and Social Care Academy. practices. This initiative has since been paused until
These plans form part of the Mayor’s London further clarification is provided by the Department
Recovery Programme, under their ‘Good Work for Health and Social Care on the ambitions
for All’ mission. The missions seek to establish a for the sector. The learning and skills framework
number of sector-specific academies which will be outlines the workforce development requirements
modelled on the Mayor’s Construction Academy. to support greater career development and
At the point of writing this agreement, a formal progression and identifies the metrics by which
proposal of the academy’s vision, activities, and they can be measured.
development are still in progress. However, the
broader aim of these academies is to support City and Guilds initiatives
Londoners to gain relevant skills and move into
good work.26 This document seeks to influence this City and Guilds are developing two initiatives
process by highlighting the particularly challenging which look to address the challenges of attracting
areas to be addressed through the work of more people into careers in the social care sector,
the Academy and provides ideas of how to and issues around care career progression. The first
encourage better outcomes for London overall. of the two initiatives concern the development of
web-presences to promote the care sector, show
the skills that are required for jobs within the care
Social Care Academy: London ADASS sector, and highlight the relevance of transferable
Building on the success and infrastructure of the skills. The second initiative to develop is around a
North London Proud to Care initiative, the London ‘digital credentials’ framework for adult social care
Association of Directors of Adult Social Care based on a similar tool they have developed for
(ADASS) team are developing a Care Academy.27 the hospitality sector. This framework demonstrates
The purpose of this academy will be to: to employers what training an employee has
• Build on the Proud to Care initiative which has undertaken previously and would include modules
been working with people who are interested in from level two to five. This document seeks to
a career in social care and passporting them to encourage change at the level two and three
their local authorities; entry points across these initiatives by setting out
• Develop career progression for social care the needs of this resident group.
workers from level one through to level seven;
• Accredit or commission courses to meet skills or NW London Health & Care Partnership
knowledge shortages across London.
A collaboration between North West London
There is also an aim to develop an CCG’s, the West London Alliance, Local
understanding of the economic value of Adult authorities, local training providers and employers.
Social Care employment to the London economy. Work is taking place across the geography
At the time of developing this agreement the focused on three workstreams: careers advice,
proposal is still early on in its development, but the learner journey and using the AEB to work with
London ADASS have already been working closely employers.
with partner organisations including Skills for Care,
the National Institute of Health and Care Excellent,
Health Education England, and universities. This
will provide the context and framework for the
future focus of the Academy and identify areas of
challenge within the sectors.
26 Mayor of London and London Councils (2020), The London Recovery Programme 23
27 Proud to Care, Proud to Care North LondonCentral London Forward
NHS Confederation and the Independent Islington Health and Social Care Academy is
Commission on the College of the Future in the process of developing a more focussed
outcomes-based approach to Health and Social
Together, NHS Confederation and the Care by working with employers and providers
Independent Commission have been exploring operating in their borough. Under the banner of
the potential in the role colleges could play to the Islington Health and Social Care Academy,
support the NHS and social care address their Islington is bringing together key local anchor
existing and future workforce needs. In September institutions with a shared vision of creating a strong
2020 their collaboration produced a publication local offer around employment in the sector.
entitled “Creating the workforce of the future: Collectively the NHS, Health and Social Care
a new collaborative approach for the NHS and Providers, and the Local Authority have extensive
colleges in England”.28 This document adds to the employment and purchasing power. This initiative
body of evidence around the need to collaborate seeks to address opportunities brought forward by
and forge strong links between education and the the sector, creating a clear local point of contact
sector. for residents and employers, to ensure that more
focus is on the local talent pool, building resilience
Examples of current activity in the community and in the Health and Social
Care Sector.
This section aims to highlight good practice Proud to Care North London is a jobs portal
examples of how some of the workforce specifically focussed on adult social care. Proud
challenges identified have been addressed. to Care North London covers the North London
This section will be built on as the agreement is Partners in Health and Social Care and London
reviewed annually. Boroughs of Barnet, Camden, Enfield, Haringey
Tower Hamlets’ women in health and social and Islington. The service lists a variety of jobs
care programme supports local women into and other opportunities, including training, for
the health and social care sector, gives them people at all levels of experience. In addition, the
opportunities to boost their skills, and offers a site also offers information for new providers and
wider programme of support. It works with those new employees in the care sector. This support
facing a range of barriers including childcare helps to develop the understanding of the sector
responsibilities, low confidence, domestic violence, and helps those working and operating in the
stigma from the community, mental health sector to develop and improve their skills through
issues and disabilities. Participants are screened, training and career development opportunities.
recruited and employed by Tower Hamlets, and This includes offering advice to those who have
then seconded out on six-month work placements never considered taking a job in the social care
within the NHS. Roles are available in business sector about the requirements and the challenges
administration or as health care assistants, and of working in it. This ultimately aims to improve the
participants have the option to work 16, 25 or 30 care sector, making it easier for people to find new
hours per week, depending on their circumstances opportunities in the context of rapidly increasing
and preference. All placements are paid at demand and an increasingly elderly population.
the London Living Wage, and participants gain
valuable paid work experience as well as an
accredited qualification (Principles of Business
Administration Level 2 or the Care Certificate).
24 28 N
HS Confederation (2020), Creating the workforce of the future: a new collaborative
approach for the NHS and colleges in EnglandCentral London Forward
WHO WE ARE
Shared Intelligence
Central London Forward (CLF) is the strategic sub- Shared Intelligence (Si) is an economy,
regional partnership for central London, covering regeneration and public policy consultancy.
the local authorities of Camden, the City of We work with a wide range of clients in central,
London, Hackney, Haringey, Islington, Kensington regional and local government, with business
and Chelsea, Lambeth, Lewisham, Southwark, and sector partnerships and other voluntary and
Tower Hamlets, Wandsworth and Westminster. community sector agencies. We use data and
Central London is a critical part of the national evidence, logical ways of thinking and facilitated
economy. The 12 local authorities host around conversations to help our clients achieve better
one in 10 of the country’s jobs, and central outcomes for the places and communities they
London’s net contribution to the UK’s tax base serve.
helps to pay for vital public services across the We work with our clients, building their
country. But inequality is pervasive and there capacity and skills across a broad spectrum
are 2.5 million people living in poverty in the of issues. We create visions and strategies,
capital. Central London remains one of the most evaluate programmes and projects, and help
economically impacted parts of the country organisations to manage change while supporting
affected by COVID-19. The pandemic has, and improvements in the delivery of services. We also
continues to have, a lasting impact on the health develop and manage learning networks – best
and wellbeing of our communities and has practice communities where participants can
exacerbated and created greater inequality in the share knowledge, solve problems and develop
capital. skills.
Our goal is to improve the lives of residents by
working together to drive inclusive growth within
central London to ensure people can access
the skills, jobs, homes and support required to
benefit from our dynamic economy. We do this
through our policy research, lobbying activities
and employment programmes – including Central
London Works: Work and Health Programme and
the Job Entry Targeted Support scheme.
25Central London Forward 1st Floor West Wing, Guildhall London EC2V 7HH @ centrallondonforward@cityofondon.gov.uk centrallondonforward.gov.uk @CLF_news linkedin.com/company/centrallondonforward
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