Mid and South STP Provider Collaboration Workshop November 2019 - - PowerPoint PPT Presentation

Mid and South STP Provider Collaboration Workshop

November 2019 Home Support

Working together for better care

Welcome

Simon Froud Simon Harniess Simon Griffiths

Agenda

Prosper Update • Lesley Cruickshank Break Care Worker Survey • Enventure Feedback • Enventure MSE Update • Gary Spurway STP Update • Simon Froud Lunch and Networking with ‘Community Support’ Exercise NHSE Security Update • Paul Taylor Winter: Mid • Charlotte Cannon Winter: South • Michael Plant 10:15 10:45 11:00 11:45 12:00 12:20 12:40 13:25 13:45 14:00

Prosper Update

Lesley Cruickshank

Provider Quality Innovation Manager

Break

Discussion subject

Care Worker Survey

28 November 2019

www.enventure.co.uk

Essex County Council Care Worker Survey 2019 Key Findings

Background

• Survey aimed to provide ECC with up-to-date understanding of care

workers’:

• Motivations to enter, remain or leave sector
• Likes and frustrations of working in sector
• Current roles and future working intentions
• Training and development
• Usage of digital products and technology
• Survey to inform workforce strategy to ensure high quality services

continue to be provided to residents

• Enventure Research commissioned to carry out survey with care

workers in Essex

Methodology

• Online survey, formatted for PCs, smartphones and tablets
• Survey took respondents approx. 15 minutes to complete
• Email invitations sent to those who had given permission to ECC

to be contacted

• Link promoted on Care Provider Information Hub
• NACAS

and Essex Care Association sent link to their employees/members

• Paper copies handed out at care worker events
• Prize draw for charity donations
• Survey live between 2 September and 30 September
• 392 responses received to survey

Clarifications

• Some response options have been combined i.e. “Yes, definitely” and

“Yes, to some extent” to show total “Yes”

• Self-selecting survey with paper copies so a few respondents missed out

a few questions, so base sizes may vary between questions

• Several reasons why responses in charts/tables might not add up to

100%:

• Respondents might have been able to give more than one answer
• Only most common responses might be shown
• Individual percentages are rounded to nearest whole number
• Responses of between 0% and 0.5% shown as <1%.
• Subgroup analysis undertaken using statistical testing

16% 80% 3%

Are you…?

Female Male Prefer not to say

Respondent profile

14% 21% 24% 37% 4% 16-29 30-39 40-49 50+ Prefer not to say

To which of these age groups do you belong?

9% 11% 80% Less than a year 1-3 years 3 or more years

Approximately how long have you worked in the care profession?

80% were White British, 10% BAME 59% had worked for

• nly one organisation

in last 3 years

Respondents’ roles

NO

45% 35% 16% 4% Domiciliary Residential Other Prefer not to say

Which of the following categories best describes your current role?

43% 24% 7% 3% 2% 0% 0% 16% 4% Carer Management Office based and care providing Office based and non care providing Supervisor In-house trainer Finance Other Prefer not to say

Which of the following categories best describes your current role?

57% 52% 29% 25% 20% 4% 5%

Older people (aged 65+) Learning disabilities End of life care Reablement People with Physical Sensory Impairments (PSI) Children and families Other

Which client groups do you work with in your current role?

Motivations for joining the profession

Making a difference to people’s lives

NO

Base: 392

80% 12% 12% 9% 6% 8% 1% Wanted to make a difference to people's lives Saw an advert and thought it looked like something I would be good at Needed a job Was able to get work when I wanted Liked the idea of travelling to clients' homes Other Don't know / can't remember

What first attracted you to working in the care profession?

Enjoyable aspects

Making a difference to people’s lives and the variety of the role

NO

Base: 392

91% 54% 15% 14% 3% 0% Making a difference to people's lives I enjoy the variety of the role I can work the hours I want to I enjoy travelling to clients (if applicable) Other I do not enjoy anything about working in the care profession

What do you enjoy about working in the care profession?

Frustrations

NO

Base: 391

Pay is the biggest frustration

60% 21% 21% 12% 10% 10% 6% 5% 12% 17% Pay Hours Communication Leadership Travel (if applicable) Career development Client behaviour Lack of training Other None, I do not have any frustrations

Which, if any, are your biggest frustrations about working in the care industry?

52% earn less than £10 an hour 92% said their pay from their care role was primary source of income 44% work 40+ hours per week 15% have zero hours contracts

Future intentions

6% 13% 9% 12% 4% 65% Move into the same role in a different

• rganisation

Move into an alternative role within the care sector Move into an alternative role in another industry/leave the care profession Move into an alternative role in the same organisation Retire None of the above

Do you intend to do any of the following in the next 12 months?

9% intend to leave profession in next 12 months

Base: 391

Reasons for changing roles

NO

Base: 124

67% 39% 33% 32% 23% 19% 10% 15% Better pay Feeling more valued Better career progression More/better employee benefits Better supervision/management More training Other None of the above

If you are considering leaving your role/job, which of the following, if any, would help you consider remaining in your current position?

Better pay is biggest factor, but there are others

Feeling valued

NO

Base: Varies

84% 96% 94% 94% 55% 72% 72% By your employer By service users By service users' families or friends By colleagues By Essex County Council/social services By health professionals By the general public

Overall, do you feel valued in your current role by the following?

Total Yes

High levels of feeling valued by service users, their families and colleagues

Feeling valued

NO

Base: 390

48% 39% 37% 24% 21% 19% 7% 14% Better employment package/more perks to the job Improved perception/image of care More appreciation/recognition by my employer Clearer progression routes Access to more training

• pportunities

More appreciation/recognition by my clients or their families Other Nothing

Which of the following, if any, would make you feel more valued in your role?

Opinions about organisations

NO

Base: Varies

High levels of positivity about organisations worked for

92% 89% 85% 93% 85% 84% …is supportive? …is flexible to your needs? …is efficient (e.g. processes are clear and followed)? …is caring? …deals effectively with any issues you raise? …listens to your ideas and takes them seriously?

Do you feel the organisation you work for…

Bullying and discrimination

Base: Varies

18% 74% 5% 3% Yes No Prefer not to say Don't know

Have you experienced or seen bullying or discrimination in the last 12 months whilst at work?

70% 10% 8% 11% Yes No Prefer not to say Don't know

Did you or someone else report the incident within your organisation?

Some cases of bullying and discrimination, but usually this is reported 46% said it wasn’t dealt with effectively within their organisation, 32% said it was

Training and development

Base: Varies

64% had completed/ achieved the Care Certificate 74% held a relevant Social Care qualification

87% 6% 7% Yes No Don't know

Are you able to undertake the training you want or need in your role?

However, 40% said their supervisor had not talked to them about career progression and opportunities in last 12 months

88% 7% 5% Yes No Don't know

When you started in your current role, do you feel that your induction training was sufficient for you to be able to carry out your job role effectively?

Digital products and technology

Base: Varies

Frequently mentioned benefits %

More efficient planning/time management/ensures rotas up to date 23% Access to instant/up to date advice and information 22% Increases clients’ confidence/safety/independence 17% Effective monitoring 9% Better communication with clients/faster response to problems 8% Better medication management/medication reminders 8% Easy to use/clear instructions 7%

18% 18% 15% 8% 2% 60% Smart speakers (e.g Alexa/Google) Call monitoring software Rostering software Medication management software/apps Other None of the above

Have you used any of the following products in your role?

What does ECC do well?

NO

Base: 160

20% 11% 9% 7% 5% 36% Good training

• pportunities/development

programmes Good communication/easy to contact/responsive Ensuring service users' needs are met/putting services users first Supporting care workers/providers Dedicated/hard working social workers Don't know/nothing

What, if anything, do you think Essex County Council does well to support the care sector in Essex?

What can ECC do better?

NO

Base: 210

22% 17% 12% 10% 8% 6% 6% 12% Increase pay for care workers Better funding/increase budgets/stop making cutbacks Support care providers/offer more guidance and information Improve communication/responsiveness/listen to service providers and address concerns Funded training/free training opportunities Promote the profession/improve the image

• f the care sector

Listen to service users and their families/person centred approach Nothing/don’t know

What, if anything, could Essex County Council do better to support the care sector in Essex?

Differences by age

Key differences between younger respondents and others

• 71% of those aged 16-29 felt pay was a frustration, 63% felt that a better

employment package or more perks would make them feel more valued

• 41% of those aged 16-29 thought communication was a frustration, and

32% the hours

• 32% of those aged 16-29 had considered moving industry in last 12

months and 18% intended to in the next 12 months

• 23% of those aged 16-29 had zero hours/flexible contracts
• 47% of those aged 16-29 said their supervisor had not spoken to them in

the last 12 months about career progression and opportunities

• 45% of those aged 16-29 felt clearer progression routes would make

them feel more valued and 54% more appreciation/recognition from employer

Residential

Those who worked for residential providers were more likely than domiciliary to:

• Prefer to work with people with learning disabilities
• Cite communication as a frustration of working in the profession
• Amongst those who were considering leaving their role/job, say feeling

more valued would help persuade them to stay

• Have permanent contracts and work 40+ hours per week
• Earn between £8 and £8.99 an hour
• Say that a better employment package or more perks would make them

feel more valued

• Have experienced or seen bullying or discrimination in the last 12

months

• Have not used any digital products or technology in their role

Domiciliary

Those who worked for domiciliary providers were more likely than residential to:

• Enjoy travelling to clients
• Say travelling was a frustration
• Work with older people and in reablement
• Have zero hours/flexible contracts
• Not have experienced or seen bullying or discrimination in last 12

months

• Have used rostering software in their role

Carers and management differences

Carers

• Say communication was a frustration
• Say client behaviour was a frustration
• Amongst those considering leaving,

better pay would them reconsider

• Earn between £8.00 and £8.99 an

hour

• Have zero hours/flexible contracts
• Say a better employment package or

more perks would make them feel more valued

• Say more appreciation or recognition

from employer would make them feel more valued

• Have not used any digital products or

technology in their role

• Had moved into an alternative role in

the care sector and into alternative role in organisation

• Had been in current role for 3+ years
• Earn £11 or more per hour
• Have permanent contracts
• Work 40+ hours per week
• Feel valued by colleagues and by

health professionals

• Say an improved perception or image
• f care would make them feel more

valued

• Think the organisation they work for

is efficient

Management

Summary of conclusions

• Many are attracted to working in the care profession because they want to

make a difference to people’s lives and continue to find this a rewarding aspect of the role

• Pay is the biggest source of frustration for those working in the care

profession

• Feeling valued is of high importance, and feeling underappreciated in their

role is a source of frustration to many

• Although a large proportion said they were able to access the training they

want or need in their role, others reported feeling frustrated by a lack of training

• Younger respondents in particular felt that there is a lack of career

development opportunities

• Younger respondents tended to be more dissatisfied in their roles and were

more likely to consider leaving their current role

• Relatively few using digital products and technology in their role, although it is

likely more in the future will and will need training around how to use them

Questions?

Feedback

STP Update

Simon Froud

Director for Local Delivery Mid Essex Adult Social Care

Mid an and Sou

• uth Esse

Essex Hea ealt lth and and Car are e Part artnership ip

Professor Michael Thorne, Independent Chair A health and care partnership working for a better quality of life in a thriving Mid and South Essex, with every resident making informed choices in a strengthened health an care system. Aiming to achieve Integrated Care System status by April 2021.

Integrated Care System

System level An ecosystem or partnership not a new health authority (population of 1 million) Place level Led by alliances working closely with local CCGs (population of 350k) Neighbourhood level Integrated community teams (physical and mental health, health and social care) fully engaged with primary care and supported by voluntary services (populations of 30k-70k)

Mid and South Essex Health care Partnership

• Challenges - The pressures in each part of the system across our STP, the impact on joint working and

the pace at which services can be delivered. The geography is complex which adds additional complexities to deliver integration.

Ch Chall allenges

• Our relationships across the Mid and South Essex STP footprint are strong, with openness, trust and
• honesty. We work collaboratively and transparently.
• An opportunity to engage our system workforce and improve wellbeing. Working together in innovative

ways also increases the likelihood of attracting talent into the system and retaining our staff.

• An opportunity to enhance the efficiency and quality of service provision.
• An opportunity to understand our demand and capacity as a system to enable new care and support

models to meet the needs of our population, and therefore better outcomes for those who live within the Mid and South STP.

Opp Opportu tunitie ties

Any Questions?

Thank you for lis listening

MSE Update

Gary Spurway

Head of integrated care, MEHT

Reconfiguration – Briefing for Partners

28th November 2019

Lunch and Networking

54 |

Introduction to NHS Mail and the Data Security Protection Toolkit

Paul Taylor Ageing Well Planning and Delivery Manager NHS England and Improvement Daniel Casson Digital Development Executive

55 | 55 |

• The National Ambition
• The Data Security and Protection

Toolkit

• What is NHSmail
• Digital Readiness Tool

Introduction

56 | 56 |

• Long term plan published in January 2019 setting out the

ambitions for the next 5 and 10 years. Two key quotes:

• The Secretary of State has announced that

NHS Organisations will from [April] 2020 no longer use fax machines to communicate with

• ther NHS organisations or patients
• We will support easier, secure, sharing of

information between care homes and NHS

• staff. Care Home staff will have access to

NHSmail, enabling them to communicate effectively and securely with NHS teams involved in the care of their patients

The National Ambition

Data Security Protection Toolkit

58 | 58 |

What is the Data Security Protection Toolkit?

An online self assessment

• f your organisation’s data security - which you have already

completed in General Data Protection Regulations (GDPR) requirements Must be completed once and then reviewed each financial year

DSPT: Data Security and Protection Toolkit

** DSPT replaced the IG toolkit in April 2018

59 | 59 |

How Will The Toolkit Help You? The Data Security Protection Toolkit (DSPT) is a way to demonstrate your care home is practising good data security and handling people’s data correctly.

60 | 60 |

Data Security Protection Toolkit – A walkthrough 01

Registering

02

Completing your profile

• 1. Go to: https://www.dsptoolkit.nhs.uk/Account/Register
• 2. You will need an email address and your site’s ODS Code (Organisation Code). If you don’t know this

code you can find it on the ODS portal: https://odsportal.hscic.gov.uk/Organisation/Search Complete a few questions about your organisation

03

Provide Evidence

To publish at “Entry Level” on the DSPT, you must complete 14 evidence items – most of which you would’ve completed in your GDPR requirements

04

Publish your Data Security Protection Toolkit

05

Access to NHSmail

61 | 61 |

What can you do with a completed toolkit?

The DSPT opens up opportunities for data sharing:

• 1. Gain access to digital tools such as: NHSmail, EMIS*,

SystmOne* and Summary Care Records*

• 2. Can be used as evidence for CQC Key Lines of Enquiry 2.8
• Well Led “How does the service assure itself that it has robust

arrangements (including appropriate internal and external validation) to ensure the security, availability, sharing and integrity of confidential data, and records and data management systems, in line with data security standards?”

*Once standards met has been completed

What is NHSmail

63 | 63 |

The secure national email service for health and social care. It is available free to Residential, Nursing and Domiciliary care providers regardless of whether residents are Local Authority, NHS or privately funded Each care provider site receives:

• 1 generic account (care.town.homename@nhs.net)
• Up to 10 individual linked user accounts (firstname.surname@nhs.net)
• NHSmail accessible via desktop email applications, Outlook Web Access (OWA) and on mobile

devices

What is NHSmail

The Digital Readiness Tool

Supporting Care Providers on their Digital Journey

65

What is Digital Social Care?

• A partnership project between

members of the Care Provider Alliance and Skills for Care

• Funded by NHS Digital until March

2021

• By social care providers for social care

providers

• Dedicated space for information,

support and guidance on information sharing and technology

66

What do we mean by “digital tools” in Social Care?

• Assistive technologies (TEC?)
• ‘Back office’ functions (rotas, payroll, sickness?)
• Apps to support staff communication?
• Using digital ways of learning?
• Using technology alongside those we support?
• Using technology to prevent those we support needing our

services?

• All of the above!

67

Challenges of adopting technology

• Cost
• The resources required to train staff
• Staff and service user buy in
• Infrastructure
• Hard to decide what to purchase

68

The Digital Readiness Tool

• Developed as part of the Digital Social

Care project by Skills for Care

• The tool is free to social care employers.
• Aimed at small to medium employers.
• Has been developed in partnership with

employers and stakeholders.

• Year 1: tool aimed at helping to get ‘the

foundations’ of digital working in place

• Year 2: tool now becomes more

aspirational and stretches employers to grow to embrace further opportunities.

69

70

71

Self Assessment across 4 key areas

• 1. Leadership and management

2. Staff training, skills and attitudes 3. Cyber security and data protection 4. Collecting, managing and using data and information

72

What does the Tool do?

• Report on your scores emailed directly to

you.

• Targeted, social care specific sources of

support sent directly to you to help you progress.

73

Where to find the Digital Readiness Tool

www.digitalsocialcare.co.uk

74

Thank you!

daniel@digitalsocialcare.co.uk @DigiSocialCare

75 | 75 |

Rachel Fox rachel.fox13@nhs.net Paul Taylor paul.taylor22@nhs.net Daniel Casson DCasson@careengland.org.uk

Contact Us

76 | 76 |

Bridgeside Lodge

https://www.youtube.com/watch?v=kJx6vm3MzwM

Belmont House Care Home

https://www.youtube.com/watch?v=AkPbbUxg7MQ

Havering Care Home

https://www.youtube.com/watch?v=lKLJ8W7cMvY

Can you be our next case study?

NHSmail Case Studies

77 | 77 |

Any questions?

Mid id Ess ssex Win inter Mon

• ney

Update

On behalf of the Mid Essex Better Care Fund Partnership Board Charlotte Cannon, Integration and Partnership Locality Lead, Mid Essex ASC

Setting the Scene

ECC & the NHS will receive various tranches of funding this FY. ECC has received £5,919,494 for social care in 2019/20. The funding is to support social care and winter pressures. The NHS Plan sets out the intention to increase NHS funding. Mid Essex received 27% of the £5,919,494. 1,025,515.00 An additional £200k was drawn down from the countywide pot ECC has worked with partners to maximise the use of this money to work “upstream” to prevent demand on services over the winter period and high pressure periods and to support system resilience. The money was absorbed into Better Care Fund. Joint decision making between ECC and Mid Essex CCG has been reached regarding the funding allocations

Prio riority ty Out utcomes - Win inter Mon

• ney

Prevention: including admissions avoidance for health and social care; investment in carers; and community resilience (for example, investment/grants for community groups) Early Intervention and enablement: including reducing rates of permanent admissions to residential care and reduced social care DTOCs Safeguarding: including keeping people safe and free from harm Care market quality and sustainability

Mid Schemes

Scheme Name Description Go Live Date Lead

MEHT Bridging

Hospital led bridging service to hold an adult at home until their package of care can start/ restart 1st Dec 2019 Michelle Stapleton, Mid, South Essex University Trust

RedSpot Bridging

Homecare led bridging service to hold an adult at home until their package of care can start/ restart – this service will focus on admission avoidance/ community cases Currently live for backdoor activity. Admission Avoidance type service to go live 1st Dec 2019 Brid Boraks, Service Manager Essex County Council

Night Sitting

To support with admission avoidance night support requirements, at pace. 1st December 2019 Libby Marsden, Provide

Contribution towards the Trusted Assessor role

Fund the care home/ nursing home trusted assessor during the winter months. Outside of winter, the role is funded via Mid Essex CCG 1st Dec Jo Hall, Mid Essex CCG

Health IDT Lead – 8a

Integrated Discharge Team Health Lead has supported the tripartite arrangement to improve the activity coming out of the acute. LIVE Michelle Stapleton, Director of the Mid, South Essex University Trust

Block Interim Placements (IP)

2 units/ 8 beds are funded via this funding pot. LIVE Brid Boraks, Essex County Council

Therapies

A therapist aligned to the 4 units/ 15 IP beds in Mid Essex 1st Dec 2019 Libby Marsden, Provide

SWOT

Support Wellbeing Operational Team, volunteers supporting with low level support/ wellbeing requirements. 1st Dec 2019 Lorraine Jarvis, Chelmsford CVS

Sou

• uth Ess

ssex Win inter Mon

• ney

Update

On behalf of the South Essex Better Care Fund Partnership Board Michael Plant, Integration and Partnership Locality Lead, South Essex ASC

South Schemes

Scheme Name Description Go Live Date Lead

South Bridging

Hospital led bridging service to hold an adult at home until their package of care can start/ restart. Joint South Essex proposal across Basildon, Brentwood, Castle Point &

• Rochford. 20 starts with the possibility of ramping up to 40.

Running Oct – end of April. LIVE Michelle Stapleton, Director Mid, South Essex University Trust

Domiciliary in Lieu of Reablement

Funding to provide additional domiciliary support as ECL continues to ramp-up service following Allied crisis. LIVE Karen Reilly, Service Manager Essex County Council

Trusted Assessor

A care home/ nursing home trusted assessor to reduce discharge delays. Funded through iBCF monies and in post at both Basildon & Southend Hospitals. LIVE Michelle Stapleton, Director Mid, South Essex University Trust

A&E/IDT Social Worker Dedicated Social Worker presence in A&E/Integrated

Discharge Teams at both Basildon & Southend Hospitals. To compliment Broomfield model. TBC Karen Reilly, Service Manager Essex County Council

Block Interim Placements (IP)

20 beds in South West and South East systems with therapy input. LIVE Karen Reilly, Service Manager Essex County Council

Community Treatment Team

Support the extended admission avoidance pilot across Mid & South Essex. Additional Falls equipment & staffing. LIVE Rita Thakaria, Associate Director NELFT

Cou

• untywide

Win inter Mon

• ney

Update

Countywide Schemes

Programme Scheme Name Lead

Countywide Discharge to Assess Charlotte Cannon Countywide Bridging (NEE Alliance Systems Resilience) Nicole North Countywide Integrated Delivery of Pan Essex Dementia Strategy Emma Richardson Winter warmth Acute allocation for Winter Warmth programme Kirsty O'Callaghan Careers additional support Additional support through existing contract with Carers First Rebecca Jarvis ASC Pressures Peter Fairley

Any Questions?

Thank you

• u for
• r

Lis Listening