Self-directed support strategy 2010-2020: implementation plan 2019-2021

Workforce

Workers enable and empower people to make informed decisions about their social care support

Workers across all aspects of social care support exercise the appropriate values, skills, knowledge and confidence

• Workers receive clear and consistent information, training and capacity building in supporting and delivering self-directed approaches
• Workers engage in good conversations which respect what matters to people and the outcomes they value
• Workers take a strengths-based approach to supporting people
• Frontline workers are encouraged and enabled to exercise professional autonomy

People working in health and social care are making successful and creative improvements in the experience of care every day, and often in challenging and difficult circumstances. Without the insight, experience and dedication of the health and social care workforce we will simply not be able to deliver on our ambitions for integration, or for self-directed approaches to social care support.

There are significant challenges across Scotland with regard to recruitment and retention of staff within social care. Work is being undertaken through the actions in the National Workforce Plan for Health and Social Care to address these challenges, including a campaign promoting social care support and social care settings more widely as a positive and attractive career choice. The availability and training of sufficient workers in social care support is a critical factor to the success of this implementation plan.

An enormous variety of workers have an impact on the way people experience social care. In addition to social workers, care workers and Personal Assistants, people who need some understanding of self-directed social care include anyone whose work relates to the planning, provision, administration, advice or accountability of social care, such as:

• social care providers
• workers in health or multi-disciplinary settings
• community-based organisations
• finance professionals (designing and delivering individual budget processes and payments)
• audit professionals (ensuring public money is spent against agreed outcomes)
• commissioners (considering what support will be required in the future)
• procurement officers (ensuring best value and adherence to best practice)
• people designing relevant IT systems
• those who work with people who may need social care support such as social security, housing or education staff.

The change map includes all of these within the phrase "workers".

National developments since 2016

• There is a continuing shift towards outcomes-focused and relationship-based work within social work settings.
• The Standards in Social Work Education which underpin all social work qualifying programmes have been revised to strengthen their focus on the use of self-directed approaches; positive risk taking; personal outcomes; and participation/co-production. An increased emphasis is placed upon "strengths and assets of people and communities".
• The Scottish Social Services Council (SSSC) have published an e-book learning resource for outcomes focused support planning. It articulates knowledge and skills for personal outcomes, good conversations, innovation, and creativity in support planning, both for unpaid carers and those needing social care support.
• The Scottish Government has provided funding to cover the extension of the real Living Wage to adult social care workers since October 2016. This commitment now includes sleepover hours.
• Relevant training tools and resources created since 2010 (including a Better Conversations tool and videos of good conversations) are available at the Care Inspectorate hub.
• The SSSC will shortly launch a website to help people plan and develop their social services careers.

Perth and Kinross Council reviewed their operational process to give staff permission and encouragement to work collaboratively with service users to develop support plans that meet people's outcomes.

It was agreed to shift power to the front line and staff now have delegated authority to approve individual weekly care packages as follows:

Staff have responded positively to this, and regular monitoring and scrutiny by local managers has ensured that resources have been utilised appropriately.

In addition to the implementation of recommendations within the National Workforce Plan for Health and Social Care (publication of a fully integrated plan is expected summer 2019):

• Healthcare Improvement Scotland will work in three HSCP areas to develop their skills, knowledge and confidence to develop commissioning practice and relationships which enable more flexible and person-centred models of support.
• The Scottish Government will take action through the National Dementia Strategy and the two national dementia workforce frameworks to ensure that workers supporting those diagnosed with dementia are aware of self-directed support and have access to the right training on it.
• Social Work Scotland will review the training and support that the workforce have access to around self-directed approaches in social care. This may include updating existing resources such as the Open University course and the Chartered Institute of Public Finance and Accountancy's guidance.
• The SSSC will build knowledge and confidence in personal outcome and risk-enabling approaches across the social services workforce.
• The Scottish Government will explore methods for reflecting Personal Assistants within national workforce planning and data to ensure a full understanding of our workforce resources, skills and career pathways.
• The Personal Assistant Network will support Personal Assistants, enabling people in this unique workforce role to network, share information, access appropriate training and strengthen their collective voice.
• The Scottish Government will work with partners to clarify guidance and build a shared understanding of the legal powers required to manage a social care budget on behalf of an adult who lacks capacity to take some or all decisions for themselves.
• The ALLIANCE will work with Minority Ethnic Carers of People Project to deliver self-directed support masterclasses on relevant topics (such as transitioning from children's to adult services), supporting audiences to engage with experts to consider their practice.

The SDS Champions in Aberdeenshire Council are HSCP staff who volunteer their time to be a point of contact for other practitioners.

The champions' role includes staff induction using Aberdeenshire Learning and Development Online to support new workers to understand the process. There is an online platform where practitioners can post questions and the Champions respond.

Monthly meetings enable them to keep up to date with new developments, share good practice and identify issues. There are regular updates from finance, carer's support and [independent support provider] Cornerstone SDS.

"I find the champions meetings and the forum really useful. Even if you haven't posted a question on the forum you can learn from others' queries."
Isabel Addison
Enablement and Support Co-ordinator