Lesley O’Connor, head of health and social care at leading UK training provider, Realise, examines how the provision for upskilling staff is evolving to meet the ever-changing demands of the sector.

As health and social care settings across the UK brace themselves to head into another testing winter period, recruitment and staffing remains a pressing concern for many.

With the total number of job vacancies currently sitting in excess of 160,000, it is clear to see forward-thinking methods for both retaining and recruiting staff to the industry are required.

The worrying backdrop provided by the high number of vacancies places a greater emphasis than normal on training strategies within health and social care settings.

Providing staff with the opportunities to secure the necessary qualifications to help them carve out a genuine career within the sector is more vital than ever.

Traditionally, apprenticeships have played a crucial role in the progression of individuals and they remain an extremely valid career development option in health and social care, offering employees the chance to ‘earn while they learn’.

With the programmes formulated in conjunction with the employer, it guarantees the clear focus on delivering the skills, knowledge and behaviours that apprenticeships are renowned for and can be tailored to meet the needs of each specific setting and sector specialism.

The four different levels of apprenticeship on offer also provide a natural career progression for each learner, while functional skills for English and maths can be delivered for those who don’t have a Level 2 qualification in either or both subjects.

Funding is also an added attraction for employers. Smaller settings will be asked to pay a maximum of 5% per cent of the cost for each apprentice while, for larger health and social care companies with  an annual wage bill in excess of £3 million, the cost is fully covered by its mandatory payments into the Apprenticeship Levy.

However, some employers are finding it increasingly difficult to facilitate an apprenticeship programme for their employees, not least due to a shortage of staff making it difficult to deliver on the requirement for off-the-job training throughout the course, which – including end point assessment – takes a minimum of 15 months to complete.

There is no doubt that apprenticeships still have a very significant role to play in training staff in health and social care settings.

However, it is important for managers and employers to be aware of potential alternative options and the Level 3 Lead Adult Care Worker Diploma represents an interesting offering.

Designed for support or care workers who are ready for the next stage of their career, the diploma is delivered through a blend of online group training, face-to-face visits and observations or practice in the workplace. All of this activity is supported bya dedicated trainer throughout.

The programme is only eight months long, with no requirement to sit an end point assessment at the conclusion of the course.

While there is a requirement to commit to attending the live group learning sessions, the learner can work through the diploma at their own pace. The employer involvement will focus on the progression review touchpoints within the programme.

The qualification also represents a huge opportunity to focus on the main skills the learner will need to deliver in their day-to-day role, including but not limited to elderly residential services, dementia car, mental health, autism, end-of-life care and community care.

Once again, the vast major of diplomas will be funded or, at the very least, heavily subsidised.

Here at Realise, we are committed to a ‘right learner, right programme’ ethos which ensures all employers and their staff are delivered bespoke options to suit the needs of all parties.

For some in health and social care, this will be an apprenticeship. For others, it will be an alternative route such as a diploma.

Knowing which option represents the best fit for the specific needs of a setting and learner will be crucial for businesses – and the wider UK sector – helping to support and have a positive impact on the current recruitment crisis.

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