Comensura helped a North West Local Authority rebalance temporary and permanent social work pay to stay within its social care budget — without losing the staff and relationships that matter most to the vulnerable people they serve.
This North West Local Authority is one of the biggest in the region, providing services to hundreds of thousands of people. Comensura has a very well-established working relationship with the Authority, providing it with temporary and contingent staff over the last few years.
At present, most if not all local authorities in the UK are facing severe financial pressures, hit by a 'perfect storm' of higher inflation, prices and rising demand for their services. To alleviate the strain on their budgets, local authorities are looking at how best to make savings, including staffing costs, without damaging the levels of service they provide.
This is especially pertinent when it comes to social care services — no local authority wants to make cuts which put the vulnerable people they serve at risk.
The North West Local Authority was faced with a particular challenge around the contrasting salaries of its permanent and temporary social work employees — one that put its social care budget, and staff retention, at risk.
The hourly rates of temporary social workers at the Authority were set at over 60% higher than permanent staff — a deliberate policy to attract temporary workers that was proving unsustainable in the current climate.
Upset by the pay differential, permanent social work staff were leaving the Authority to take up temporary positions at other local authorities paying the higher rate.
The resulting lack of retention risked harming the local community, as vulnerable people had to continually rebuild relationships with new social workers.
The Head of Service at the Authority, working alongside Comensura, determined that the best way to retain both permanent and temporary social work talent was to bring their salaries onto the same or similar footing.
A benchmarking process was undertaken so that all new or adjusted temporary and contingent workers' salaries would correspond with market rates, rather than sit significantly above them as they had previously.
The strategy had obvious risks — temporary staff facing a reduced rate of pay could have rejected the proposal and left the Authority, and those who remained could have seen a drop in morale and productivity, making the Authority a less attractive place to work.
The Authority, alongside Comensura, launched a promotional campaign — including team meetings — reinforcing its strong employer brand, with benefits such as an online training and career progression portal, free perks like breakfast, holiday entitlement, and recognition of the value staff bring to the local community.
The next step is repeating the exercise for temporary IT staff, where demand from the private sector makes retention more challenging. Comensura is working with the Authority to build a talent bank — a standby supply of IT talent — to cover any staff lost after the change.
The solution has proven to be a huge success for the Authority, with the majority of temporary social work staff remaining in place despite the changes to salaries. The approach is now being replicated by other local authorities looking to stay within budget.
The Authority stated that it lost just two members of staff in the social work department as a direct result of the salary changes.
Continuity is crucial in social care — retaining staff meant vulnerable people didn't have to rebuild trust and rapport with a new social worker.
Other local authorities have seen the results of the approach and are now following suit in order to stay within their own budgets.
As more authorities align their rates, 'hopping around' for salary increases becomes less achievable — bringing more staffing certainty across the sector.
“Building my relationship with Comensura has allowed us both to deliver a fast and efficient service for the provision of temporary staff authority wide. Solutions have been sought and delivered to fill difficult roles and support was outstanding during the provision of a temporary Chief Executive. At a time when many local authorities are struggling with budget constraints, Comensura fully supported our request to reduce internally inflated rates against a key role — this was unknown territory but was received well.
By reducing costs in this area, it allowed us to retain higher numbers of temporary staff, so we are able to continue delivering a much-needed service. As an authority working hard to manage tight budgets, we have instigated additional processes to manage recruitment, and these have been met with understanding and support. I fully appreciate the support, expertise and actions from Comensura on a daily basis.”
“Naturally, there were doubts about how effective the changes to salary would be, but it was implemented very professionally and positively. The Authority continues to employ good quality social workers.
Managing their budgets is a focus of almost every local authority in the country at the moment. It can be challenging, but it is in the best interest of everyone to ensure that services are not affected, particularly in social care. That trust between worker and vulnerable person can't be broken. This is so much more than money — it's about the value social workers bring to their communities.”
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