Talk Health and Care

Challenge: How does your employer value the work you do in social care?

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We need your help to understand the lay of the land on the kinds of employment benefits packages that are out there in the sector and whether you want to see changes made.

This will help us to identify the full range of schemes available, if these are making you feel valued, and what you want to see more of. Your feedback will be key for helping us take forward our work in this area.

Our ‘Every Day is Different’ social care recruitment campaign highlights the skills and dedication that go into supporting people to live as independently as possible each day. And for this work, you deserve to be recognised and feel valued. But we know this isn’t always the case and with your help we want to set this right.

One way for employers to ensure staff feel rewarded and valued is to offer a package of employee benefits and reward schemes that supports staff to do their job and celebrates success. These packages can include schemes that range from ‘employee of the month’ awards and staff discount schemes to gym memberships and cycle to work initiatives.

That’s why we want to hear from you about what makes your employer stand out, and whether their range of employee benefits has influenced your choice to stay with them. In particular:

Does your employer offer a package of employee benefits and reward schemes? If so, what’s the best thing about the package?

When applying for a job in social care, does an employer’s package of benefits influence your choice?

Which employee benefits and reward schemes mean that you enjoy working for your employer?

Are there any employee benefits and/or reward schemes you’re aware of in other sectors (or in other social care employers) that you’d like to see introduced in adult social care?

With your ideas and feedback we can make policies that carve out a better future for everyone working in social care.

 

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Some form of accreditation or exchange programmes so that Social Care does not feel so alienated from the wider world of work. Involving staff of all levels at every stage of design and delivery. With Health - Schemes that reward tenure and achievement with an appropriate and specific express route into relevant posts in the NHS or other health industry. Or exchange schemes (i.e. for a week) where members of the NHS or Social Services experience H&SC roles, and visa versa. This would...

ArnieK
by ArnieK
Comments 1
ArnieK
by
ArnieK

Job satisfaction comes from the job not the benefits.  In my experience over the years and as an educator within health and social care the issues are the fact that staff in whatever area of health and social care do not have the resources in time to deliver "person centred care".  This requires time to allow the staff member of whatever role to really get to know the person and to be able to have time to deliver, physical, social, psychological and emotional care to the people they deal...

Pauline Read
by Pauline Read
Comments 3
Pauline Read

I've just got on the bus to come to work (in a hospice which doesn't feature in any of your drop down menus) & passengers and the bus driver were discussing a new scheme that provides NHS staff travelling to the local hospital with discounted travel. This obviously saves the individual money and supports environmental issues. This should be extended to social care workers who earn less than NHS colleagues and often have to travel extensively for their roles.

Sharon Allen
by Sharon Allen
Comments 1
Sharon Allen

Please stop giving public money, via LA's and NHS CHC, to private care companies to deliver paid carers to peoples homes.  Bring it 'in-house'. Create a NCS - National Care Service - alongside and integrated with, the NHS, so paid carers can be more like district and community nurses, same levels of pay and training, same dedication and professionalism, same recognition and respect.  Pay them better and the service will be better. Delivery by private firms at the moment creams off a...

Mark Brightburn
by Mark Brightburn
Comments 4
Mark Brightburn
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