5 Steps to Make Your Training Strategy More Effective and more Cost-Effective

In our previous post, we discussed the training strategy that adds value to care homes and care workers. That post introduced you to the benefits of developing a training framework with a fast-track NVQ Diploma in Health and Social Care at its heart (formerly known as and starting at NVQ level 3 Health and Social Care). We showed how your employees can become qualified at a recognised level in a shorter time.

This strategy saves you time and enables your employees to learn on the job. There is less disruption to the care home. Shorter training time frames and reduced need for agency staff to cover off-site employees reduces the costs of your training programme.

In this post, you’ll learn how we could help you to reduce NVQ diploma training costs to zero.

Step 1: Make sure you know who needs to be trained

Take a wider view when considering which of your care staff need to be trained. Don’t focus on only your care workers. Could other employees in your business benefit from training? Perhaps people working in your admin department, maintenance employees, those who work in catering, and so on.

When considering the training needs of carers within your organisation, ensure that you compare health and social care apprenticeships with NVQ qualifications.

Often, care homes neglect the training of employees other than carers. This training strategy helps you to be different and provide training to more of your employees.

Step 2: Understand the training needs of your staff

Sit down with your employees and conduct a SWOT analysis with each. Help them to understand their individual strengths, weaknesses, opportunities, and threats. Determine how training could benefit them, and what training would best suit them.

Step 3: Make sure you use your levy pot

If you have been paying into the Apprenticeship Levy, you really won’t want to lose the payments you have made. If your wage bill is more than £3 million, you will have paid 0.5% of all wages over this via PAYE.

The government will have added 10% to your payments. This total amount is waiting for you to withdraw it. However, there is a time limit for you to do so. If you don’t beat the deadline, other care homes could use that money to pay for their apprenticeships.

Even if you haven’t paid into the Apprenticeship Levy, you can still access funds to help meet your training costs. In fact, you could get 90% of the cost of training paid by the government under the Apprenticeship Levy scheme.

See our Apprenticeship Levy guide for care home managers for more information.

Step 4: Take advantage of the WDF

The Workforce Development Fund (WDF) provides money to pay for training of care workers. It could reimburse the full cost of getting your care workers qualified via the NVQ Diploma in Health and Social Care. As this training can cost thousands per employee, it’s a highly valuable source of funding.

Step 5: Reassess your apprenticeship scheme

Now, reassess who your apprentices are.

The trick to making your training strategy most cost-effective is to strategize to access to both the Apprenticeship Levy and the WDF. You don’t have to employ apprentices as care workers to access Apprenticeship Levy funding, but you can only access WDF funding for care workers.

Here at Strive Care, we have helped many care homes utilise all funding routes. Contact us today, and let us show you how you, too, could maximise the benefits of training your staff while minimising the cost of doing so – perhaps even to help you provide full training at zero cost.

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