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With 10,000 registered managers due to retire in the next 15 years, succession planning is key to ensuring that your service continues to provide well-led, consistent quality care, both today and in the future. 

When a registered manager leaves their post and there’s no back-up plan, a lack of stability or continuity will impact the quality of care. Creating a pipeline of new managers is crucial and something that all care providers should be doing. Identifying talent and understanding what learning opportunities are available to prepare your aspiring managers to become a deputy, care or registered manager.

This guide includes practical examples and checklists. It’s based on what we’ve learned through our work with aspiring managers and the programmes that have supported them to develop.

It builds on our Developing and supporting managers and deputies step-by-step route, including suggested timeframes and what funding is available.   

 

Benefits of succession planning

Succession planning is an effective way of strengthening your team, supporting your existing managers and future proofing your service. It’s a key part of ensuring services continue to provide well-led, consistent and quality care.

Succession planning for future managers needs to be part of what every regulated care service invests in.

Our Practical ways to succession plan document provides an introduction to succession planning and points to practical resources and recommendations to help you identify and develop talent further, as well as how to check future manager potential and progress them through the learning and development needed.

We invest heavily in the training of both our managers and their leadership team to ensure that we deliver quality care today and in the future as our deputies and team leaders work their way up our career ladder.

Suzanne Ratcliffe
Head of Learning and Development, Care UK