Quick Wins for Avoiding Performance & Misconduct Risk
In a consumer driven market with frontline staff being the regular and principal touch point for service users, providers have to manage employee related risk in both traditional and emerging areas of their business.
The commitment to protect service users in the sector is clear and undiminished. The processes to ensure this, however, are often found wanting and scrutiny from the regulator, media and community has never been greater. Reputational damage in a competitive marketplace haunts provider for years, especially in the local community near an incident. Misconduct extends beyond high profile incidents seen in the media to include indifference, neglect, culpable behaviour and dishonesty impacting on clients/residents.
User Experience is the new battleground in the aged, community and disability sectors. Empowered clients, with choice, and increasing expectations continues to move social care into a consumer driven competitive marketplace. The engagement and relationships built by frontline staff, combined with the quality of the support provided are pivotal for success in today’s care sector. Ensuring employees are suited to roles requiring the delivery of care, support and compassion is fundamental to effective staff performance in social care.
Frontline capability now translates directly into Bottom Line Performance
We took a sample of over 15,000 frontline care applicants screened during the past year. Using the standard Care Advantage assessment for counter-productive work behaviours - Hostility, Integrity and Dependability, we found the following:
Some Quick Wins
Are our applicants ‘right’ for the sector?
Care Advantage screens specifically for job fit in the Social Care sector. It identifies those candidates with the values, empathy and personality necessary for success in a human services environment. It compares your applicants to a benchmark of proven good performers in the same role and identifies those with a strong job fit. Benchmarks exist for around 40 roles in the care sector including personal carers, disability support, home care assistance, Registered Nurses, Clinical Managers.
Can we identify the level of risk with our applicants?
Care Advantage also screens for counter-productive work behaviours, specifically hostility, dependability and integrity. Flagging high-risk profiles allows providers to avoid or increase scrutiny of applicants.
How do we Avoid Missing Good candidates?
Most Care Advantage users screen applicants high in the recruitment funnel, when the candidate first applies. The screening platform has been designed, and priced, to allow employers to review high volumes of frontline applicants in an effective and rapid manner.
Identifying strong job fit and lower risk candidates early in the recruitment process provides significant competitive advantage by reducing misconduct and performance risk whilst improving efficiency and speed of recruitment processing. As the assessments are based on personality, the screening identifies all good job fit, lower risk candidates, regardless of work history, enabling our clients to find the ‘Hidden Gems’.
With 'Standard 8' of the, now legislated, compliance regime starting next year, there are a number of new requirements. The majority of these involve the ability to demonstrate that the organisation possesses a governance framework that recognises the organisation’s purpose, its legislative, policy and ethical obligations, as well as its workforce and employment responsibilities. Care Advantage allows users to demonstrate an effective framework, as part of a contemporary recruitment process, that identifies candidates able to support service users in a person centred and safe manner.
Contact us to discuss your situation.
With an increasingly consumer driven environment, added pressure on funding, a care workforce whose average age is also increasing and clients/residents living longer it is no wonder there is a strong focus on ensuring that a future aged care system remains sustainable, affordable and flexible.
Of the 5 Strategic Imperatives identified by the Aged Care Workforce Strategy Taskforce (ACWST) – headed up by Professor John Pollaers – one of the most critical has been the industry’s ability to attract and retain care staff.
For many years we have worked together with Neil Eastwood, a highly regarded advisor and consultant on workforce recruitment and retention in the Social Care sector in the UK. Neil is the author of Saving Social Care which tackles this very subject. The UK has been operating in a consumer driven environment around 8 years now and whilst funding arrangements and regulation are different, there are many common challenges.
With great thanks to Neil, we have adapted his Practical Tips Program and created 52 weekly tips to help you better source, recruit and retain your care staff. Here is a sample, but if you want to get all of them, across the full year, sign up to our Weekly Tips mailing list.