Agenda item

The Panel considered a report providing the CQC ratings as at 20^th April, 2019 of Doncaster’s provider performance as well as the local authority area data profile for older people, whilst highlighting the areas below.

The data was used to identify which providers need support to improve and the areas to focus on.  The report identifies that Doncaster was in a stable position with only one inadequate service.

Inadequate service provision – service user feedback can identify patterns of inadequate provision.  Additional to the CQC inspections, Doncaster Council has a separate responsibility to inspect a business and assess if there was good quality service.

Unrated – this category referred to if there had been a change in registration and a business is awaiting its first visit.  For example, if a business had been sold and its old inspection had been archived or a new business was being provided

Domiciliary care and salaries – In response to Members concerns raised at this and previous meetings, it was reported that work had been undertaken to ensure salaries were paid on an inclusive hourly rate within the Doncaster area.  This included travel time and expenses for the care worker.  It was stressed that the minimum wage must be paid by providers and the HMRC had been undertaking checks to ensure that staff were being paid for all hours, not just contact time with their clients.

It was explained that staff rotas were monitored to ensure stress was not being created by having to rush between clients with a minimum contact time of 15 minutes or 30 minutes if personal care was required for each client.

It was confirmed that staff training was the responsibility of the company providing a service to clients and this was checked as part of the Doncaster MBC monitoring process.  The Local Authority has an in-house development training team specifically looking at moving and handling work with domiciliary care providers.

Caring as a career choice – It was acknowledged that competition was strong from within the retail and mass distribution sector who offered high salaries and able to attract more workers whether they were from other European Countries or within the Uk.  However, it was noted that people were beginning to volunteer in the care field, including college students, who were being encouraged to pursue care as a vocational career.  Work was also being undertaken with schools and colleges through a workforce development scheme.  Additionally discussions were taking place with employers addressing initiatives to assist with staff retention.  It was recognised that there was a need to expose care work to younger people through schools, colleges and universities.

With regard to staff retention in Doncaster it was noted that it was comparable to the region and in line with the national average.

To conclude, it was highlighted that Doncaster had been working effectively through the collaborative approach to continue to provide a good supportive service.

RESOLVED that:

a)            The report and discussion be noted;  and

b)            The Executive be asked to investigate whether providers could promote health and social care careers with the opportunity to undertake voluntary and paid sessional work through 6^th Form education establishments and report back to a future meeting of the Panel.