Meeting documents

To receive the report and comment.

The Board received a presentation covering the Integrated Care System (ICS) workforce. The Board was informed that this was led by a Local Workforce Action Board (LWAB) with a strategic role in the workforce vision and outcomes. The decisions around the local workforce strategic plan were informed by two key pieces of work, Breaking Barriers Innovations and Our Shared Endeavour programme. In September 2020 a revised People Plan was developed. The vision is to create "a vibrant & agile health and social care sector, working together to attract, develop and retain (young) talent".

The Somerset Health and Wellbeing Board:

·         Welcomed the report and provided feedback on the information,

·         Noted the areas where there are synergies between LWAB’s workforce programme and more specifically the work of the BBI Programme and the HWBB forward plan, and

·          Agreed to an update from LWAB be built into the HWBB forward plan 

The Board received a presentation covering the Integrated Care System (ICS) workforce. The Board was informed that this was led by a Local Workforce Action Board (LWAB) with a strategic role in the workforce vision and outcomes. The decisions around the local workforce strategic plan were informed by two key pieces of work, Breaking Barriers Innovations and Our Shared Endeavour programme. In September 2020 a revised People Plan was developed. The vision is to create "a vibrant & agile health and social care sector, working together to attract, develop and retain (young) talent". The rationale behind this is because of the challenges faced by the Care Sector in Somerset, namely: -

·         Ageing population: Somerset has a below average population of 20 -39 age groups compared to the southwest and England,

·          Youth net flow out of Somerset: there is a net flow of 18-20-year-olds out of Somerset,

·          No university, but four FE colleges (BTC, Richard Huish, Strode and Yeovil) where a diverse range of health and social courses, at different levels are offered,

·          Ageing health and social care workforce: 25% of the total health and social care workforce is over the age of 55 years. The average age of a social worker is 42 years,

·          Vacancies & turnover: there are high numbers of vacancies in children’s and adults social care (14% - 15%) with a net loss of (FTE) children’s social workers (leavers/starters) in 19/20. There remain relatively high numbers of vacancies in mental health nursing (RMN). 35% turnover in social care (21% of social care roles advertised in the independent care sector go un-filled), and

·          Economic impact of Covid: evidence shows a 78% increase in Universal Credit claims amongst 18-24-year-olds between March & September (Taunton, Bridgwater & Yeovil) – young people are detrimentally impacted, and inequality is set to widen.

·          

Currently there is a significant proportion of the workforce in the care sector who are over 55 years old and there is a hight turnover of staff (32% in registered nurses).  If this is added to the existing workforce shortages of GP’s, Social Workers and other similarly qualified staff there is little choice but to take decisive action. The Board was informed about all the proposals contained in the Breaking Barriers Innovations and the key areas of work this would focus on.

The Board discussed the proposals and welcomed the collaborative working with bodies such as Spark Somerset and the Youth teams. They asked if the local Economic Development teams had been included and it was confirmed that contact had been made but any further useful contact would be most welcome.

The Board challenged the proposals to recruit from oversea and this risk this had of depriving other communities of the much-needed skills needed locally. The Board were assured that overseas recruitment only happened in areas where there was a deliberate policy of training more than the local need with the express aim of exporting some of the trained staff to increase job opportunities and reflected the desire for overseas experience. There was further discussion about ensuring that local people were also encouraged to take up training opportunities and that the possible career opportunities were included in the teaching of children in Years 5 and 6 and not left until after GCSE options were being discussed in Years 7 and 8. 

The Somerset Health and Wellbeing Board:

·         Welcomed the report and provided feedback on the information,

·         Noted the areas where there are synergies between LWAB’s workforce programme and more specifically the work of the BBI Programme and the HWBB forward plan and

·          Agreed to an update from LWAB be built into the HWBB forward plan