Care leaders brand MPs ‘shameful’ over Immigration Bill vote : Care Home Professional

Care organisations and unions have condemned “out of touch” MPs for voting in favour of the government’s controversial Immigration Bill.

Source: Care leaders brand MPs ‘shameful’ over Immigration Bill vote : Care Home Professional

Solve the crisis in Social Care ‹ Carer Voice —

You maybe wondering why I am still promoting this petition as we are in the Coronavirus, COVID 19 crisis and certainly now that Social Care is appearing to have some signs of recognition.

It is because of this recognition and I do appreciate the Government is concentrating on COVID 19, but Social Care has been forgotten for many years and certainly with regards to funding. I have been involved with Social Care, be it with regards to family or on a wider basis for over some 40 years and funding was always an issue and the last 10 years have has made the situation much worse.

So the recognition is an impetus on which to build and to ensure the recognition continues when COVID 19 has been overcome.

So here is how I am currently promoting the petition.

We all have reasons for reaching out and some of mine are mentioned below

As I am very concerned about Social Care could I also introduce you to my latest Petition, ‘Solve the crisis in Social Care’.

With the Government, Social Care is the forgotten service and Yes, the Government as plenty to deal with currently, but more should have been done for Social Care well before the COVID 19 situation.


Source: Solve the crisis in Social Care ‹ Carer Voice —

Director Rachel Gilbert explains Care UK’s successful nursing formula : Care Home Professional

Rachel Gilbert, Director of Care Quality and Governance, explains how Care UK excels in nursing care in an increasingly challenging marketplace.

Source: Director Rachel Gilbert explains Care UK’s successful nursing formula : Care Home Professional

Michael Rosen: Ofsted screw up as they are trying to recruit

Practice what they preach not what they say.





Source: Michael Rosen: Ofsted screw up as they are trying to recruit

Why David Cameron’s immigration rules will worsen nurse shortages

Original post from The Guardian


It takes time to train NHS nurses so in the meantime, trusts have to recruit from abroad

A scene from the opening ceremony of the 2012 London Olympic Games. There are thousands of vacant nursing posts. Photograph: KeystoneUSA-Zuma/Rex
A scene from the opening ceremony of the 2012 London Olympic Games. There are thousands of vacant nursing posts. Photograph: KeystoneUSA-Zuma/Rex

Recruiting skilled and motivated nurses is key to delivering good quality hospital services. So Newcastle upon Tyne hospital NHS foundation trust was delighted when it found its latest crop of new nursing staff, who, according to chief executive Sir Leonard Fenwick, were expected to become “part of the backbone” of its workforce. Trouble is those nurses are still sitting some 6,500 miles away in the Philippines after the trust’s applications to bring them into the country were rejected.

“It’s a frustration,” says Fenwick. “We have had a great success story with bringing in staff from the Philippines over the past decade. They have been fabulous – they have hit the ground running and they have become indispensable. This is about bringing to the UK calibre people who quickly become thoroughly engaged in our social fabric.”

The Newcastle trust’s problems – it has had three applications for a total of 85 certificates of sponsorship that non-EU staff need to enter the country refused between June and September – are just one example of an issue that NHS trusts say could put patient safety at risk. That’s why 10 hospital trusts, including Newcastle, last week signed up to a letter to the home secretary, Theresa May, calling for an easing of immigration rules. The NHS Employers organisation, which coordinated the letter, estimates that around 1,000 nurses from outside the EU have been rejected by the Home Office to date, with a further 1,000 applications expected over the next six months.

The Home Office disputes the figures and claims NHS trusts have been given more than 1,400 sponsorship certificates for nurses since April this year, but more than 600 of the places allocated to them in April and May this year had been returned unused.

In recent months, when places for Tier 2 visas for nursing and a number of other professions have been oversubscribed, priority has been given to shortage occupations.

“The independent Migration Advisory Committee, which took evidence from a number of NHS trusts and representative bodies from across the UK, recommended against adding nurses to the shortage occupation list earlier this year,” a Home Office spokesperson adds.

But NHS Employers’ chief executive, Danny Mortimer, says hospitals around the country are being affected and that until moves to train more nurses in the UK start to pay off, hospitals need to be able to recruit flexibly.

“There are two principal areas of concern, he says. “The first is if you can’t recruit permanent staff, whether from the UK, the EU or outside the EU, that drives demand for agency staff – and that comes at a premium.

“Then people are looking at their plans for winter and the need to expand capacity and thinking: ‘Gosh, how do we staff that?’ We are not given to the waving of shrouds but it does create a risk. We know the winter period is going to be pressured.”

As well as reconsidering the decision not to add nursing to the shortage occupation list, NHS Employers wants rules on the salary criteria for entry to be eased to reflect the fact that skilled health staff are not paid as much as, say, migrants offered jobs in financial services.

But the problem goes wider than nurses who are not able to enter the country to take up the jobs they are offered – it could also hit thousands already here. The Royal College of Nursing has warned that new rules requiring non-EU workers must be earning at least £35,000 before they are allowed to stay in the UK after six years could “cause chaos” in the NHS. According to RCN research, by 2020 some 6,620 nurses could be forced to leave, wasting almost £40m in recruitment costs.

Then there’s the impact of the tougher climate on care homes, which already find it more difficult than NHS trusts to recruit nurses. Analysis by consultancy Christie & Co suggests that adult social care has a 9% nurse vacancy rate, compared with 7% in the NHS.

“It takes time to train nurses so in the short term we have to get nurses who are already trained into the country,” says Michael Hodges, director of healthcare consultancy at Christie & Co. “Care homes really want to hire nurses from overseas, which in the past has been really successful. The tightening of the system and the fact that some could even be forced to return home doesn’t help matters at all.”

Dr Pete Calveley, chief executive of care home provider Barchester, says that with 15,000 nursing vacancies across the NHS and social care it’s a “nonsense” for nursing not to have official recognition as a shortage occupation. Despite the difficulties with securing their entry, Barchester has returned to trying to recruit nurses from outside the EU because of the shortage in the UK and the fact that EU nurses who join the care sector often move on quickly to the NHS.

“Last year we recruited 800 nurses but lost 1,000,” he says. “The cost of recruiting is absolutely huge. Yes, let’s train more nurses in the UK but let’s also recognise that nursing is hugely in demand and not make the search for them so inappropriately burdensome. Although there are thousands of vacant posts it’s not considered a shortage which seems bizarre.”

We’re running a themed week on nursing on the Healthcare Network. If you’ve got a standout experience you’d like to share about your nursing career, tell us about it here.

Join our network to read more pieces like this. And follow us on Twitter (@GdnHealthcare) to keep up with the latest healthcare news and views.  ……’

Finding a suitable personal assistant if you’re disabled

Original post from Disabled Go News



When the relationship between a disabled person and their assistant works well, it can be fantastic. When it doesn’t, it can be disastrous, says Rupy Kaur.

I first became an employer at 15 during my GCSEs – an additional stress most young people don’t have to think about. I needed to take on a personal assistant (PA) to help me with daily care tasks like dressing, going to the toilet, preparing meals, and also doing admin. I have cerebral palsy, a neurological condition that affects my movement.

Under a new widely welcomed scheme that started in 2001, the council gave me money to recruit my own assistants – they weren’t allocated to me by the local council. Although these direct payments gave me the choice and power to hire and fire, at that age I had no idea how to recruit a good PA.

I didn’t know what to ask them at interview stage, how to write a contract or legally protect myself, let alone how to pay them. But I now had that responsibility.

The council helped me find a few contenders but, due to my lack of experience, the only question I really wanted an answer to at the interview was whether they would feel comfortable wiping my bum. When they answered yes, I thought it was enough evidence to show me they were suitable for the job.

During my time as an employer, I have worked with many PAs – on average 10 a year. There have been some ups and downs. A few PAs caused me problems. They were often late, ignored my needs, talked about how drunk they’d been over the weekend and about intimate details from their personal lives.

As it was the only way that my personal care needs could be met, I went along with it. They were the people I was relying on when I was at my most vulnerable. They were my hands and legs, and it felt like they were the ones who were in charge. I certainly did not feel like an employer.

Incidents included writing their own cheques for payment and exaggerating the hours they had worked. Cheques would also be signed on my behalf. I felt I had no support to manage the situation and was relieved when they left of their own accord.

I’ve had PAs who have stolen from me, played games on their phones when they should have been writing my lecture notes, let me down at the last minute… the list goes on.

Two insisted on working in a pair, which meant my budget was eaten up more quickly than it should have been, so I didn’t have enough funding to cover extra shifts.

But I look back now and realise that these negative experiences have made me more resilient and a better employer.

I now have an accountant that manages payroll, have sound legal contracts, and I am ruthless when I am hiring. I have compiled a 15-page handbook for my new employees to read – not because I’m fussy, but because I have complex needs that would take months to explain. It’s just easier this way.

I have managed to recruit PAs over the years who match my personality, understand my needs and who have become friends while still understanding the boundaries.

For me, a PA is what it says on the tin. I need assistance in order to live my life the way that I want to. I don’t need a carer as I don’t need caring for. I am an autonomous person with the capacity to make my own decisions, and I need somebody who is able to assist me to achieve my goals.


Wanted: A Very Personal Assistant is part of the BBC Three Defying The Label season about disabled people. Catch up on the iPlayer attp://

Roisin Norris

Hi I’m Roisin Norris, Digital Marketing Executive at DisabledGo and I will be uploading blogs and news for you all to read.

More posts from author   ………..’