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LDSS funding for care employers is the missing piece for some employers who are yet to unveil the reality of how social care providers access training, and I’m excited to share the insights from a recent episode of The Care Social podcast. Hosted by Barry, the Content Operations and Delivery Manager at Quality Compliance Systems (QCS), the episode featured Joelma Easthope-Fernandez and Neil Crawford, CEO of Access Skills, who broke down the Learning and Development Support Scheme (LDSS) and its impact on the social care sector.
As someone who cares deeply about workforce development, I found their discussion inspiring, offering practical solutions to long-standing training challenges. Let’s dive into how LDSS funding for care employers works, the barriers it addresses, and how providers can leverage it to upskill their teams.
Understanding LDSS Funding for Care Employers
LDSS funding for care employers is a new initiative designed to make training more accessible for social care providers in England. As Neil explained, it’s a modernised replacement for the Workforce Development Fund, which required joining regional partnerships and claiming funds only after course completion. The LDSS, managed by the Department of Health and Social Care, introduces a streamlined national portal that simplifies the funding process, enabling providers to claim support for qualifications and select training programs.
What sets LDSS funding for care employers apart is its flexible funding model. For instance, Neil noted that for the Level 5 Diploma in Leadership and Management, providers can claim up to £1,565, with 60% paid upfront and the remaining 40% upon completion. This is a game-changer in a sector with high turnover—Skills for Care’s 2023 report highlights a 28.3% turnover rate for registered managers in their first year. With LDSS, providers don’t have to repay the initial 60% if a learner doesn’t complete the course, offering financial security that wasn’t available before.
Personally, this flexibility feels like a lifeline. I’ve seen small providers hesitate to invest in training due to budget constraints, and LDSS funding for care employers reduces that risk, ensuring staff can gain the skills needed for high-quality care.
Why LDSS Funding for Care Employers Is a Vital Resource
The social care sector faces unique training challenges, and LDSS funding for care employers is designed to address them. Joelma and Neil emphasised that while government funding exists, awareness and accessibility are major hurdles. With no doubts, some care employers miss out on the chance to engage with available funding due to unclear information. That has been a resolved with Access skills now supporting employers through the whole process of claiming funding and a downloadable brochure.
The scheme’s inclusive eligibility criteria are a standout feature. Unlike apprenticeships, which exclude overseas workers, LDSS funding for care employers is open to any employed worker in England with a National Insurance number.
Having worked with some care organisations, I understand how overwhelming funding schemes can be. The simplicity of LDSS funding for care employers is trully impressive and easy;
Register > Submit basic details > Provide payment evidence
Feels like a breath of fresh air for single-owner operators juggling multiple roles. Yes, there’s a backlog (up to six weeks for portal access due to high demand), but it’s a significant step forward.
Overcoming Training Barriers with LDSS Funding for Care Employers
The podcast highlighted the barriers to accessing training, and Neil didn’t hold back: government skills funding policy has been “a complete shambles” for nearly a decade, especially for apprenticeships. Edgeworks shows a decline in apprenticeship engagement possibly due to complex requirements like off-the-job hours and tripartite reviews. This hits home—bureaucracy can feel like an impossible hurdle when you’re already stretched thin.
LDSS funding for care employers tackles some of these issues by focusing on qualifications and select training programs, like the Level 5 Diploma in Adult Care, Level 3 Diploma in Adult Care, and the Level 2 in Adult Care. However, Neil noted that funding for non-qualification training, particularly clinical training, remains limited. This gap frustrates me because hands-on training often builds competency and confidence more effectively than qualifications alone. I’ve seen care workers transform through practical learning, and I wish more funding targeted this area, hopefully soon.
Access Skills is bridging this gap with robust support. Ensuring providers can navigate LDSS funding for care employers effectively, including updating the Adult Social Care Workforce Data Set (ASC-WDS), a prerequisite for funding. Barry admitted to initially resisting the ASC-WDS, but Neil pointed out its dual benefit: it meets CQC inspection requirements and unlocks funding up to £400,000 per employer (realistically £10,000–£15,000 for SMEs).
How Access Skills Supports LDSS Funding for Care Employers
Access Skills, a leading specialist health and social care training provider across the UK offer nationally recognised leadership and management qualifications courses, induction training, and practitioner courses, all tailored to the sector’s needs.
Overly commitment to accessibility, Joelma highlighted Access Skill’s Matrix-accredited IAG, which includes social media, webinars, and registered manager groups for sharing challenges and solutions. With an upcoming WhatsApp channel giving a modern touch, and recognising evolving communication preferences.
For overwhelmed single-owner operators, Access Skills’ invitation to “pick up the phone” or visit Access website feels warm and approachable. I can imagine the relief of having a team guide you through LDSS funding for care employers, from registration to claims.
Access Skills also launched the Care Wizard, a job board connecting employers with job seekers. With World Economic Forum reporting that 76% of care workers are female, often navigating maternity leave or part-time roles, this initiative addresses recruitment and retention challenges head-on. It’s a reminder that effective training starts with the right team.
The Future of Care Training with LDSS Funding for Care Employers
Neil and Joelma offered an exciting vision for the future of social care training. AI and technology are set to transform delivery, making it more visual and flexible. Neil’s story about his fridge’s barcode-linked video guide made me smile. It’s a perfect analogy for where training is headed. Visual, app-based learning could be a game-changer for a workforce that excels in practical, competency-based roles, even if academic backgrounds vary.
This is especially relevant for domiciliary care, which Neil predicts will grow significantly. As demand for personalised home care rises, providers will need flexible training aligned with these models. LDSS funding for care employers supports this by funding qualifications that demonstrate competency, but I share Neil’s view that training, not just qualifications, is the future. It’s about equipping staff for real-world challenges, not just checking boxes.
Joelma’s closing message resonated deeply: “investing in staff is investing in your business.” The CS service report found that providers who fund training see higher retention rates, yet many workers self-fund qualifications to advance elsewhere. This disconnect is a missed opportunity. LDSS funding for care employers allows providers to show staff they’re valued, boosting loyalty and reducing turnover.
Getting Started with LDSS Funding for Care Employers
If you’re a social care provider, especially a small operator feeling daunted, here’s how you can harness the LDSS funding for care employers with full support from Access Skills:
- Update Your ASC-WDS: Ensure your workforce data is current on the Adult Social Care Workforce Data Set (ASC-WDS). This meets LDSS eligibility and CQC compliance requirements.
- Register for LDSS: Visit the LDSS website, submit basic business details (name, address, National Insurance numbers), and await portal access. It takes about five minutes.
- Submit Claims: Enroll learners, pay for the course, and submit evidence (e.g., bank statements) within three months. Access Skills offers guides to simplify this.
- Contact Access Skills: Call, email, or visit Access Skills’ website for tailored support. The team is ready to guide you through funding and training options.
My advice? Don’t let the initial paperwork deter you. As Barry admitted, resisting the ASC-WDS cost him funding opportunities. The LDSS is a chance to invest in your team without breaking the bank, and with Access Skills’ support, it’s more accessible than ever.
Personal Thoughts on LDSS Funding for Care Employers
Listening to Joelma and Neil, I’m struck by their passion for empowering social care providers. The LDSS isn’t just about funding, it’s about changing the narrative that social care is a low-skilled sector. By investing in training, we’re investing in people who make a profound difference in vulnerable lives. The scheme’s simplicity, combined with Access Skills’ hands-on support, makes it a no-brainer for providers looking to upskill their teams.
As Joelma said, “Invest in your staff, and they invest in you.” That’s the heart of it. In a sector facing high turnover and complex demands, the LDSS offers a practical way to build a skilled, loyal workforce. So, pick up the phone, ring Access Skills (0121 510 2169 or email info@accessskills.co.uk), and take the first step toward a brighter future for your team and the people they care for.
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