We were pleased to see so many positive comments saying how much care workers love working in care. The main reasons were:
- Helping their clients
- Making a difference to someone's life
- Rewarding job
Care Worker Survey 2024
Purpose
To better understand the experiences of frontline carers in the county, we conducted a Care Worker Survey in 2024. The questions asked were specifically in relation to:
- how to better promote working in the sector
- identify gaps in employee conditions and support our Care Charter work
- give care workers an opportunity to tell the council what they think about working in the sector
Details
- Survey ran from March to May 2024
- 364 responses received
- A prize draw was used to attract more responses
See our previous Care Worker Surveys
Key findings
Most responders advised they don't get the following benefits:
- Paid Travel Time (56% don’t)
- Mobile Phone Expenditure (54% don’t)
- Occupational Sick Pay (58% don’t)
Most responders advised they do get the following:
- Paid Travel Costs
- Minimum of 5 days training a year
- Minimum of 3 days induction (new starters)
- Regularly able to meet co-workers
- EDI needs are met
We asked how care workers found their job, and what they thought ECC could do to help promote the sector.
- For those recruited in the last 3 years, most found their job through a referral (from a friend / family / someone already working in care)
- For domiciliary carers, another main route into the sector is through online job adverts.
- Perception of the role is still an issue, and one that responders look to ECC to support with
We asked what the biggest frustrations are working in care.
- Pay is the biggest concern highlighted. Not just the basic rate, but also in respect of benefits like sick pay, unpaid hours between calls, maternity pay, holiday pay and overtime. Many of which are standard in other sectors.
- The responsibility / skillset is not reflected in the pay
- Pay is higher in other sectors, for example retail
Another frustration highlighted was working hours, specifically:
- Long, unsociable hours. Meaning less time with family.
- Not time to have a 2nd job
- Wanting to spend more time with clients
- Hours unpaid waiting for the next call, and travelling to the next call (homecare)
Other issues noted from the responses include:
- lack of progression opportunities
- care worker wellbeing, due to emotional and physical stress of the role
- access to technology to better fulfill their role
- transport for their role (for example, parking, public transport)
Summary of responses
Age range |
Responses |
|
16-19 |
2 |
|
20-29 |
66 |
|
30-39 |
71 |
|
40-49 |
86 |
|
50+ |
132 |
Gender |
Response |
| Female | 294 |
| Male | 68 |
| Other | 1 |
| Prefer not to say | 1 |
Ethnic background |
Responses |
|
Asian, Asian British |
28 |
|
Black, Black British Caribbean or African |
58 |
|
Mixed or Multiple |
2 |
|
Other ethnic group |
2 |
|
Prefer not to say |
6 |
|
White |
112 |
|
Service |
Responses* |
|
Care in people’s homes (home care) |
208 |
|
Care in a care home / nursing home |
76 |
|
Care in a supported living / extra care setting |
94 |
|
Day services |
40 |
|
Reablement |
15 |
|
Other |
11 |
*Some work over multiple services and therefore total responses don't match the number of respondees
Length of service |
Responses |
| Less than 1 year | 46 |
| 1-3 years | 101 |
| Over 3 years | 218 |
Previous job role - prior to their current role the individual worked in: |
Responses |
| Day Services | 7 |
| Homecare | 54 |
| Mental Health | 12 |
| NHS | 16 |
| A different sector | 104 |
| Other relevant service to ASC | 28 |
| Reablement | 5 |
| Residential care | 95 |
| Supported Living | 43 |
Considering leaving the sector? |
Responses |
| No | 278 |
| Yes (see reasons below) | 86 |
Reasons for considering leaving |
Responses |
| Variety of work | 15 |
| Team work | 26 |
| Pay | 67 |
| Job Satisfaction | 50 |
| Hours | 45 |
| Progression | 34 |
Barrier |
Response |
| Language barriers | 20 |
| Disability | 18 |
| Public Transport | 37 |
| Driving | 40 |
| Parking | 33 |
Considerations for ECC in response to the findings
We are very grateful to all the care staff who completed our survey. In response to the findings we have set out the below considerations:
- How our contractual models can support efficient rota rounds, reducing the number of hours workers are not working, and therefore not paid, during the day (community services).
- How our contracts can support inclusion of employment expenses so they are consistent for staff of commissioned providers.
- How our contracts can support care staff having access to appropriate technology / devices to conduct their job for maximum efficiency (for example, reducing need for paper based tasks). Where the employee uses their own device (e.g. mobile phone), and they incur additional costs due to use for their job, they should receive sufficient expenses to cover costs associated with work tasks.
- How ECC can better promote care, and raise it's profile to residents, job seekers and system partners.