Succession planning offers a clear career pathway for workers who want to become leaders and managers and means that those they serve will benefit from a continuity of care that enables them to live fulfilled lives, says Georgina Turner, interim director for engagement, Skills for Care
Many people in adult social care remain unaware that over the next 15 years at least 10,000 registered managers will be retiring, which means about half of our regulated services will be run by new leaders as thousands of years of accumulated experience disappears from the sector.
We know - from data supplied by employers to the Skills for Care Adult Social Care Workforce Data Set (ASCWDS) service - that every one of the sector’s 21,300 employers need to start thinking seriously about succession planning as thousands of highly skilled and experienced managers head off for a well earned retirement after decades leading high quality organisations.
If that looming problem didn’t present enough of a challenge, there is currently a 20 per cent turnover of registered managers annually as these highly sought after key leaders move around developing their careers. So, why does succession planning matter?
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