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  • 01158 557 867 / 01613 025 224
  • info@lmtservices.co.uk
    • to have a minimum of one year’s experience of care
    • to be legally entitled to work in the UK
    • be willing to undertake a CRB/DBS record check
    • complete our induction training programme
    • A QCF Level 2 in Care (or equivalent) is preferred but not essential
    • Being a UK driving licence holder is an advantage.
    • good social and communication skills
    • Enthusiastic, caring, friendly, trustworthy individuals who are compassionate and reliable
    • Flexibility - your hours could include days, evenings, weekends and bank holidays

#LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare


Published in LMT


The care sector has the highest staff turnover rate of all sectors in the UK, with one in three workers leaving the sector every year, according to a new report by the Care Association Alliance.

The ‘Social Care Workforce Study’ described recruiting and retraining staff as being “challenging” in a sector where average pay for a care assistant is £350 a week - a full £200 a week lower than the UK all-jobs average.

The report also showed that, of the 1.47 million people employed in social care, 305,000 (23 per cent) are currently aged over 55. This has serious ramifications for care industry recruitment in the future.

The report, compiled with law firm Royds Withy King, estimated there would need to be around half a million new care staff within the next ten years to meet increasing demand alone.

Charles Taylor, a steering group member at the Care Association Alliance, said: “The UK has an aging population – by 2030 we will have 13.25m individuals aged over 65 – and our report sets out to explore the challenge providers face in employing staff as Brexit looms large. Our findings do not paint an encouraging picture.

“The sector needs to recruit 128,000 new members of staff every year to replace those that retire or leave, and to meet increasing demand. Increased demand alone means that in 10 years’ time the sector needs 500,000 new members of staff. In 2016, the latest data we have, the sector managed to recruit just 20,000.

Another significant factor highlighted in the report is that 80 per cent of the workforce is female. Without workforce diversification, the care sector will struggle to recruit enough staff to meet future care demands.

Mr Taylor said: “To put that into context and based on the gender demographic of today’s care workforce where 80 per cent is female. In 2017, 126,642 young women left secondary education.

“Assuming the care sector remains primarily staffed by women, it would need to recruit 102,000, or 81 per cent, of those female school leavers every year to meet demand. That is clearly not possible and illustrates the challenges the care sector faces.”

The report also made mention that 33 per cent of all nurses and 16 per cent of care assistants are foreign nationals. In London, this rose to 65 per cent of care assistants and 84 per cent of nurses.

James Sage, employment lawyer and head of Health & Social Care at Royds Withy King said: “The Government plans to severely restrict access to care staff from the EEA after Brexit, despite the current staffing crisis engulfing the care sector.

“There are no special rules for the care sector despite it being particularly reliant on European staff. To exacerbate the problem, the Government has failed to adopt a coherent strategy to address staff shortages by other means.”

The Care Association Alliance has called for the Government to rethink its post-Brexit immigration proposals in light of the significant staff shortages in the care sector.

Mr Taylor said: “The proposed visa that would allow low-skilled people into the UK for a 12-month period is simply not good enough. It would be costly for care employers to manage whilst further exacerbate staff turnover.

He advocated: “We would urge the government to introduce a social care visa which would only be available to people working in that sector. Such a model already exists for those working in the agricultural sector. If the Government cannot support the sector, care providers will be forced to close, leaving the vulnerable and elderly without sufficient care and support.”

source https://www.homecare.co.uk/news/article.cfm/id/1607171/staff-turnover-in-socal-care-cited-as-the-highest-of-any-sector-in-the-uk


#LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare


Published in LMT

Care Co-ordinator - Care Services

The aim of the position is to maintain continuity of care and support to all service users and to ensure efficiency and reliability of all visits to service users by suitably trained and experienced care workers.

Involvement and Information

  • Ø  To be aware of the Company, including the structure of the organisation.

  • Ø  To know how, and where to access Company policies and procedures and relevant documentation.

  • Ø  To process any new business referrals, making visit appointments for the Registered Manager/Field Care Supervisor and sending out relevant information to privately funded service user enquiries.

  • Ø  To positively promote the service user’s right to choice and independence whilst ensuring that they are treated with the utmost respect, privacy and dignity at all times.

  • Ø  To be aware of local and national services and sources of support so that information can be provided to service users upon request.

  • Ø  To ensure that care workers receive their weekly rotas and service users their visit schedule in a timely manner, prior to following weeks start date.


Personalised Care, Treatment and Support

  • Ø  To communicate effectively with service users, carers and other professionals.

  • Ø  To ensure that service user, personnel and electronic files are kept up to date. This includes, but is not limited to; inputting all new care and support plan documentation and maintaining accurate records of communication and visit.

  • Ø  To alert the Registered Manager to any changes to agreed service user care and support plans, as informed by the commissioner, service user or care workers.

  • Ø  To ensure that all holiday/sickness and emergency calls are documented and reassigned within a timely manner and that all parties are kept informed and regularly updated.

  • Ø  To undertake any care worker duties as required by the Registered Manager.

  • Ø  To inform care workers and service users of any planned or unplanned changes to their visits in a timely mannerat all times.

  • Ø  Carry out duties in line with safe working practices, ensuring adherence to Health and safety standards e.g. safe manual handling practices at all times.


Safeguarding and Safety

  • Ø  To understand the arrangements for ensuring that service users are safeguarded against the risk of abuse

  • Ø  To ensure that care workers are not assigned any work until all statutory recruitment checks have been completed, all training and shadowing requirements have been met, and the staff file signed off by the Registered Manager

  • Ø To be part of the “on-call” rota to ensure that emergency support is provided as and when required – emergency support is provided on a 24 hour basis.


Suitability of Staffing

  • Ø  To match appropriately skilled and experienced care workers to meet the needs of service users, taking into account personal preferences and ensuring continuity of care worker(s)

  • Ø  To ensure that care worker personnel and electronic files are kept up to date and to keep the Registered Manager informed of all upcoming document and training expiry dates for care workers.

  • Ø  To liaise with and provide support to Field Care Supervisors.

  • Ø  To attend supervision, annual appraisals and team meetings with the Registered Manager and use this to inform your Personal Development Plan.

  • Ø  To perform any other lesser or comparable duties commensurate with the nature and level of the post as and when required.


Quality and Management

  • Ø  To undertake regular telephone surveys for all service users, informing the Registered Manager of any feedback and of the actions you have taken to rectify any concerns or issues raised.

  • Ø  To prepare reports as required by the Registered Manager.

  • Ø  To ensure the Company’s Complaints Policy and Procedures are followed when dealing with any concerns or complaints raised by service users or their carers.

  • Ø  To keep legible, accurate and detailed records in line with company policy and regulatory requirements.

  • Ø  To understand and comply with both Company and legislative requirements regarding confidentiality and data protection.

  • Ø  To attend staff meetings, as required, for the dissemination of information about the service, peer support and exchange of ideas.


#LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare


Published in LMT
Tuesday, 12 March 2019 08:29

Jobs in Nottingham, Northampton, Trafford

We are recruiting in Nottingham, Northampton, Trafford

Are you looking to work in Care, do you want to help those most in need, why not drop us a call and see whats jobs we have available.

 #LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare


Published in LMT



Everybody has the right to expect the following standards:

Person-centred care

Person-centred care

You must have care or treatment that is tailored to you and meets your needs and preferences.

Dignity and respect

Dignity and respect

You must be treated with dignity and respect at all times while you're receiving care and treatment.

This includes making sure:

  • You have privacy when you need and want it.
  • Everybody is treated as equals.
  • You're given any support you need to help you remain independent and involved in your local community.



You (or anybody legally acting on your behalf) must give your consent before any care or treatment is given to you.



You must not be given unsafe care or treatment or be put at risk of harm that could be avoided.

Providers must assess the risks to your health and safety during any care or treatment and make sure their staff have the qualifications, competence, skills and experience to keep you safe.

Safeguarding from abuse

Safeguarding from abuse

You must not suffer any form of abuse or improper treatment while receiving care.

This includes:

  • Neglect
  • Degrading treatment
  • Unnecessary or disproportionate restraint
  • Inappropriate limits on your freedom.

Food and drink

Food and drink

You must have enough to eat and drink to keep you in good health while you receive care and treatment.

Premises and equipment

Premises and equipment

The places where you receive care and treatment and the equipment used in it must be clean, suitable and looked after properly.

The equipment used in your care and treatment must also be secure and used properly.



You must be able to complain about your care and treatment.

The provider of your care must have a system in place so they can handle and respond to your complaint. They must investigate it thoroughly and take action if problems are identified.

Good governance

Good governance

The provider of your care must have plans that ensure they can meet these standards.

They must have effective governance and systems to check on the quality and safety of care. These must help the service improve and reduce any risks to your health, safety and welfare.



The provider of your care must have enough suitably qualified, competent and experienced staff to make sure they can meet these standards.

Their staff must be given the support, training and supervision they need to help them do their job.

Fit and proper staff

Fit and proper staff

The provider of your care must only employ people who can provide care and treatment appropriate to their role. They must have strong recruitment procedures in place and carry out relevant checks such as on applicants' criminal records and work history.

Duty of candour

Duty of candour

The provider of your care must be open and transparent with you about your care and treatment.

Should something go wrong, they must tell you what has happened, provide support and apologise.

Display of ratings

Display of ratings

The provider of your care must display their CQC rating in a place where you can see it. They must also include this information on their website and make our latest report on their service available to you.

 #LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare

source: https://www.cqc.org.uk/what-we-do/how-we-do-our-job/fundamental-standards



Published in LMT


A total of 29,374 beds were blocked in UK hospitals last year, with a high proportion due to a lack of capacity in nursing homes or residential care homes, according to a new study.

Freedom of Information (FOI) requests made by Cera Care to NHS Trusts revealed 3,339 of these incidents were due to the wait for nursing home placements and 2,158 for care home placements.

The highest amount of bed-blocking incidents (delayed discharges) were due to waiting for further non-acute NHS care, with 8,227 cases.

Overall figures showed there were 565 delayed discharges in UK hospitals every week.

In a statement, Cera Care said: “One of the key reasons that many beds are blocked in hospital is down to a lack of capacity in nursing homes or residential care homes. Often it is also done at the family’s request as they might not have the resources to look after their loved one at home.

“A solution to both of these issues would be home care. This enables that person to continue living at home and retain as much of their independence as possible.

“The care that they receive will be provided by a highly-professional carer and will be tailored to their specific care needs and requirements therefore, it will only assist in the areas that they need help.”

However, the FOI request demonstrated there were also 3,204 bed-blocking incidents cited due to the wait for care packages at home.

The ongoing wait for the social care green paper, which has been delayed numerous times and is now expected in April, is putting even further strain on adult social care and care at home provision.

Earlier this month, Age UK revealed 54,025 older people will have died whilst waiting for a care package – this is since Philip Hammond announced the government’s original intention for a social care green paper in the Spring Budget in 2017. This equates to 77 people dying per day.

Such high rates of delayed discharges are also costing the NHS financially. The cost per day of a delayed discharge/ or bed blocking, according to the FOI data, varies depending on location, but the average is around £325.

The following represents a snapshot of the picture across the UK:

• Central and North West London NHS Foundation Trust – £425.64 per day

• Cwm Taf University Health Board – £327.15

• Kent Community Health – £350

• Liverpool Women’s Hospital – £565

• Midland’s Partnership Foundation Trust – £378.73

• NHS Grampian – £727

• North Bristol NHS Trust – £308

• Northampton General Hospital NHS Trust – £180

• Royal Cornwall Hospitals – £345

• Shrewsbury and Telford Hospital NHS Trust – £200

The overall data revealed the biggest problem with delayed discharges was more prevalent in Plymouth, Leeds, Walsall, Bury and Stockton-on-Tees.

 #LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare




Published in LMT


Almost 7 million people, who are patients or family carers, have expressed concerns about care given in the last five years but have never complained. The majority (58 per cent) regret staying silent. The most common reason for not raising concerns was the belief that nothing would change as a result (37 per cent).

Some feared being seen as a 'trouble maker'

Some 33 per cent did not speak out because they did not want to be seen as a ‘troublemaker’. Some 33 per cent did not know who to raise their complaint with and 28 per cent worried about not being taken seriously. A fifth (20 per cent) did not know how to raise a complaint.

In response to the research, Care minister Caroline Dinenage said: “I encourage anyone who has concerns over their care, or the care of loved ones, to share their experiences with the Care Quality Commission - so they can continue their vital work of protecting patients and improving the excellent care we see across the health service.”

'Declare You Care'

The CQC is now calling for people to speak up about their experiences of care, following its poll (conducted from November to December last year). The care regulator has launched its ‘Declare Your Care’ campaign to encourage people to share their experiences of care with the care regulator.

The watchdog said it does not have legal powers to resolve individual complaints but is encouraging all who experience or know about poor care to inform the CQC

According to the CQC, those who did complain said they saw care improvements.

The CQC has said that when people did raise a complaint, the majority (66 per cent) found their issue was resolved quickly, improved the care and left them happy with the outcome.

The main reasons for raising a concern were delays to receiving care, lack of information and poor patient care. Over a fifth of people said they wanted to raise concerns about a lack of communication between health and care services.

Ian Trenholm, chief executive at the CQC, said: “We know that when people raise a concern they have a genuine desire to improve the service for themselves and others. We also know that the majority of services really appreciate this feedback and make positive changes, as this new research shows. “Hearing from people about their experiences of care is an important part of our inspection work and contributes to driving improvements in standards of care.

“Everyone can play a part in improving care by directly giving feedback to services, or by sharing information and experiences with us so that we can take action when we find poor care.”

The CQC advises four steps to report poor care:

1. Speak to staff to resolve it informally

2. If issues persist, ask your care provider to see the complaints procedure. This will tell you what to do.

3. If you are not happy about how they respond to your complaint, you can contact:

a. Local Government and Social Care Ombudsman (for private or adult social care services)

b. Parliamentary and Health Service Ombudsman (for NHS services)

4. Share your experience (on behalf of yourself or someone else) with CQC at cqc.org.uk/share-your-experience


 #LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare


Published in LMT


Care providers have revealed low pay to be the biggest barrier to recruiting care workers, on the same day the Government launched its national recruitment campaign to show how rewarding it is to work in care.

The research by Hft, a charity supporting adults with learning disabilities, found 80 per cent of providers blame low pay for why they struggle to recruit and retain care workers.

Their research comes as care minister Caroline Dinenage revealed the long awaited green paper for social care is finished and will ‘definitely’ be published before 29 March. The green paper, which aims to offer a sustainable funding model for social care, has been repeatedly delayed and was originally meant to be published last July.

Billy Davis, public affairs and policy manager for Hft said: “The underfunding of social care is a national crisis that requires a national solution. With the green paper on social care now long overdue, we call on the government to urgently address the issues facing the sector, before it affects some of the most vulnerable adults in our society.”

In its annual Sector Pulse Check report, care providers said increases in the national living wage have become the largest pressure on organisations’ wage bills, with 63 per cent of care providers saying this has a significant impact on their costs – up from 56 per cent the previous year.

Pablo Shah, economist at Cebr, which carried out the research for Hft said: "Recruitment remains an ongoing challenge for the social care sector, as care providers are struggling to meet their employees’ wage expectations given increasing funding pressures."

'Every Day is Different'

The government hopes its ‘Every Day Is Different’ campaign, which care minister, Caroline Dinenage launched today, will help alleviate the recruitment crisis facing care providers.

The campaign aims to show how rewarding working in care can be and highlight the opportunities for progression and professional development. Over 1.45m people work in the sector at the moment. It is predicted an additional 650,000 workers will be needed by 2035 to keep up with the rising numbers of people aged 65 and over.

The campaign will run during February and March through social media, digital and local radio advertising, outdoor posters and events across England. Ms Dinenage said: “Adult social care is too often seen as the ‘Cinderella service’ to our NHS. I’m determined to change this perception, starting with our hardworking social care workforce.

“There is huge demand for more care professionals who work incredibly hard to look after the most vulnerable people in our society. We must spread the word that careers in adult social care can be rewarding, varied and worthwhile. Care is a vocation where you can transform people’s lives and every day is different to the next.”

Care worker recruitment campaign is not 'a silver bullet'

George McNamara, director of policy and influencing at Independent Age, said “It’s encouraging to see the government demonstrating an awareness of the crisis in the social care workforce” but warned “this should not be seen as a silver bullet”.

He added: “The number of vacancies is only half the story: the social care sector’s turnover rate is twice the national average, with almost 1,000 workers quitting their job every day.

“Workers are leaving due to low wages, little job progression, lack of training and perceived lower status compared to similar healthcare roles. Many of these issues should have already been addressed but haven’t because of delays to the social care green paper. Solely focussing on recruitment, without also addressing staff retention, will severely limit the impact of the campaign.”

source: https://www.homecare.co.uk/news/article.cfm/id/1605659/low-pay-care-worker-recruitment-crisis

 #LMT #Nottingham #Manchester #Northampton #Telford #Care #ElderlyCare #Healthcare #HomeCare


Published in LMT
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26 August 2019