A Guide to Managing an Ageing Workforce - Public Sector ...

Case Study: Dorset County Council – Retention of Home Care Workers xxvii
Challenge:
The community care services section had a significant proportion of staff approaching retirement age (60 or 65 years). It was predicted that over 2 to 3 years,
approximately 20 per cent of the workforce would retire. Many of these employees nearing retirement were highly experienced and would represent a great
loss to the organisation.
Response:
• The creation of teams of carers provided a more flexible career structure
• The council provided a team of carers to look after a group of people who lived together or in close proximity to one another. Instead of providing care in a
prescribed manner, the team organised the sharing and pace of work
• The creation of another grade of staff was explored in order to retain the current staff and their wealth of experience. This new grade was more senior and
took account of and utilised the experience and skills of older staff. These roles were less physically demanding and rewarded staff with an improved career
path and better pay.
Outcome:
This strategy was found to be far less demanding for the team, as it enabled them to share the work. Staff also found it more rewarding. Staff with injuries was
able to continue working in this environment, when previously they would have been out of work.
www.publicsector.wa.gov.au A Guide to Managing an Ageing Workforce 45