The HR team plays a part in navigating an organisation through change and ensuring that employees are well supported. There are four key areas for HR teams to consider when their organisation is going through a Job Redesign.
Once you have identified how your Care roles will be redesigned, your HR team will need to refine existing or develop new job descriptions, incorporating additions and changes to responsibilities and skills.
- Update job descriptions to reflect the new roles
- Identify corresponding skills needed to support key tasks
- Consider alternative talent pools for new roles (e.g. individuals in logistics, hospitality, retail)
- Formulate short and long-term strategies to attract identified talent pools to join the organisation
- Enable potential candidates to understand job requirements
- Identify talent with high desire and motivation to learn and upskill
- Talk to the person about the role and their aspirations – make sure they would actually want to take it on!
- Talk through the job description, highlighting new, modified, and/or eliminated roles and responsibilities
You may refer to these Job Descriptions and Onboarding Guide for new role holders. The Onboarding Guide also has tips on how to help integrate, support and appreciate the incumbents along their journey.
Quick Tip:
- Refer to the section on Resources & Funding > Funding for a list of potential talent pools and additional funding for integrating individuals from diverse backgrounds into your workforce
- Sentiments gathered during the ‘Understand’ phase may also help you to identify existing hires that may be interested and suitable for the new role
AIC has partnered various training institutions to curate the curriculum to support the systematic training of Support Care staff to ensure they are job-ready. The training can be sub-divided into (1) Pre-employment Training (PET) for prospective new joiners, as well as (2) Continuous Education Training (CET) for in-service staff conversion and mid-careerists. For this information kit, we shall elaborate on the CET track. On the PET track, please note the estimated time frame for the 1st cohort to be available in the job market. CCOs could work with the respective Institutions to arrange for internship opportunities in your organisation before they graduate.
| Job Role | Continuous Education Training (CET) | Pre-employment Training (PET) |
|---|---|---|
| Community Care Manager (CCM) |
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| Community Care Executive (CCE) |
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| Senior Community Care Associate (SCCA) |
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| Community Care Associate (CCA) |
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For in-service staff, identifying skill gaps, providing formal training, and workplace supervision are critical for ensuring that employees can perform in their new roles. The HR team should work together with supervisors and internal training teams to:
- Determine which employees could take up these new job roles.
- Identify their learning gaps and develop a training plan for them.
- Identify qualified preceptors to provide on-the-job practice opportunities and supervision as they hone their newly acquired skills.
For the CCA and SCCA roles:
From September 2024, the new Care Track will come under the Skills Framework for Healthcare. A training roadmap for the development of CCA and SCCAs can be found here.
Healthcare Support
Nursing
Therapy Support
Occupational Therapy
Physiotherapy
Speech Therapy
Operations
Pharmacy Support
Community Care (new)
Value Proposition
- National recognition with clear career pathways
- Ensures quality of training development and delivery as only SSG-accredited training providers and IHLs/PSEIs can provide the training
- Increase manpower pipeline for mid-career switchers to join the sector through SkillsFuture Career Transition Programme
For the CCE and CCM roles:
For new roles which may require more leadership rather than technical skills, such as the Community Care Executive (CCE) and Community Care Manager (CCM), you may consider the following:
- Identify skill gaps through comparing the new job description against the incumbent’s past experience
- Develop a training roadmap, outlining programmes and development initiatives for closing skills gaps, making use of:
- Classroom training
- Structured on-the-job training (OJT)
- Job shadowing of key tasks with supervisors
- Mentoring programs with subject matter experts
- Monitor progress against projected timelines, conduct check-ins with employees, and undertake interventions that cater to individual employee’s pace of learning
Refer to this Onboarding Guide for additional details on training for CCE and CCM roles. AIC is currently identifying the relevant foundations skills and training courses to build capabilities in potential CCE and CCM role holders.
The HR team can provide supervisors with a revised set of performance goals and indicators for role holders to focus on for the year:
- Performance goals should align with the new job descriptions and focus on driving the desired behaviours and actions
- Ensure that hard performance goals can be measured, tracked and evaluated. For example, ensure that the number of fall incidents remains below 2 in 3 months
- Consider setting soft-skills related goals alongside more technical goals. For example, demonstrate the ability to build strong relationships with NOKs
- Ensure that incumbents and supervisors set performance goals that are reasonable and realistic, including setting timeframes for the employee to develop proficiency
- Consider setting interim performance goals to motivate sustainable growth and development in newer joiners
The below view of the Community Care Track can also be shared with role holders to build understanding of their potential career path:
Community Care Associate
Senior Community Care Associate
Community Care Executive
Community Care Manager
Advice on wage reviews for the redesigned roles:
- As the roles have been designed to enhance current Care roles and to give staff opportunities to take on higher-value responsibilities in the areas of clinical or therapy-related activities, it is advised to conduct a wage review for impacted roles.
- This will encourage existing staff to take on the new challenge, incentivise them to learn new skills, complete the formalized training, and help to attract new talent into the roles.
Guidance for your organisation’s pay review:
- Outline how the role and responsibilities have changed, specifically for your organisation.
- Review pay equity across job roles by identifying the impact of Job Redesign on other roles within the same function (e.g. Supervisors to the new roles may be impacted).
Quick Tip:
- A mapping of how the HCA role has evolved into the CCA role can be found in the Job Redesign > Introduction to the new roles section
- Additional funding support to help organisations implement these new roles can be found in the Resources & Funding > Funding section
- The latest Community Care Salary Guidelines includes the recommended starting and mid-point monthly base salary for care professionals and can be found here.
