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How we work with care companies across the UK

We work with a wide variety of care companies including care homes, domiciliary care, charities and companies that focus on learning disabilities, dementia or other needs. Most approach us initially because of issues with:

  • Recruiting and retaining staff with the right values
  • Leadership development
  • Staff development and succession planning
  • Culture and spirit within the company or home

Or a combination of all of these things. Scroll down for more information on how we can support you with any of these along with frequently asked questions. Sign up for our care newsletter to hear more and receive our 6 Step Guide To Perfect Staff Induction.

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What Makes Outstanding?

Read our findings from the largest study of Outstanding rated managers ever conducted
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Recent Case Study

How this care company with ten homes reduced staff turnover by 25% in six months
Read here

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Learn how the JI can positively impact your care company in this pre-recorded webinar
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Recruiting and retaining staff with the right values

Our Care Sector report has been benchmarked against high performing care workers and has enabled us to create a concise, easy to use report that comes with interview questions to help guide the conversation.

As the assessment only takes around fifteen minutes to complete, and reports are instantly generated, it is a popular choice for care companies looking to identify the right people for the job, particularly when they have a history of poor staff turnover. The Judgement Index allows interviewers to be more objective and helps to standardise recruitment practices across multiple managers and locations.

Download a sample Care Sector Report here
“We have been using the Judgement Index as part of our overall recruitment strategy which has shown positive results in the calibre and values of the candidates we have employed.  We are using this tool proactively to assist in assessing all other staff across the organisation to identify training and support needs to ensure we all work towards the company goals and values.
Focused value based training has had a very positive effect on one particular staff group who were struggling with understanding how they fit in with the organisation and how their values can be matched to or enhance the overall values of the company.”
St Cloud Care

Leadership Development

Our Leadership Academies and workshops range from half a day up to a ten day leadership course and we have over 20+ modules which can be adapted for your team’s needs.

Our training is interactive and practical, delivering leadership techniques and models that the delegates can go back and put into practice immediately.

Click here to download a copy of our Leadership Academy Brochure which gives an example of a five-day academy along with case studies.

“From a business point of view, we now have confident leaders who are showing and leading the way, enthusiastic and passionate in what they do, confident in being able to voice and demonstrate new ideas and ways of working. They have team meetings, mottos have appeared all over the units reminding staff and every one why we are here. Relatives have commented on the difference in the participants behaviours and how much more confident they are. I now have more staff wanting to become the new set of Marches Care Academy Leaders.”
Carey Bloomer, Managing Director - Marches Care

Staff Development and Succession Planning

By using the Judgement Index assessment with existing staff members, we are able to produce team reports which can highlight collective development areas, enabling you to target your training more effectively. You will also see who in your team match the qualities of successful leaders in care and who is more likely to be a compliance risk meaning you can focus your management efforts where they are needed.

The Care Sector Report is also an incredibly useful tool during the appraisal process, as it allows a more meaningful conversation around strengths and development areas. Our clients are trained to pick out key areas of the report to discuss during appraisals and set actionable goals which can be measured the following year.

“The reports have been extremely accurate, leading to a better understanding of our workforce, which is not only more time efficient, but invaluable when supporting employees. We are now looking to develop individual service assessments, recruitment processes, retention, supervision, appraisal and development, with Judgement Index at the core.”
Phil Gould, Director - Standwalk

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FAQs

What makes the JI different from other assessments used in care?
Some organisations have introduced psychometric tests or rely on the NHS values based interview questions, but as these are self reporting (that is the candidate is asked to describe themselves as true or false to a scenario) they can easily be manipulated to get the desired result, and just don’t go deep enough to uncover what’s “behind the mask”. Because of the abstract nature of the Judgement Index, it is not possible to manipulate, and because of our research, we can more accurately predict success in care than any other assessment.

In addition to that, most other assessments are personality based and come from a derivative of Jung Theory, which has formed such assessments as Myers Briggs, DISC, PPI etc. Whilst these are heavily used in corporate businesses they have relatively low validity and reliability in predicting success. The Judgement Index is derived from the science of value, known as Axiology, and specifically from the research of Dr Robert Hartman who was nominated for a Nobel Prize for his work in this field. It is validated and proven to be more reliable in predicting success than any psychometric assessment.

Why use an assessment during recruitment?
The reason why the Judgement Index has such strong results within this sector is because most rely on a selection process that just isn’t thorough enough. CV, referencing, mandatory check and interview do not uncover true values & often an unsuitable candidate can slip through the net. The associated risks are not just the impact on the team & the cost to replace that candidate, but the risk to brand should an incident occur.

The Judgement Index should not be used solely to make a decision, but can help an interviewer to be more objective, and can highlight any risk factors should they wish to hire someone with significant development areas.

What's the cost?
We offer a few different options and will work with you to find the right solution for your business.

Pay As You Go – The Care Sector Report is available on an ad hoc basis for £35+vat per report.

Subscription – Most of our clients opt for a subscription package which is calculated based on some information from you. With a subscription, clients have unlimited report use, so they are able to use the JI for every person within the business and for interviewing prospective new staff. They also have access to team reports when needed and more in-depth reporting for senior hires. As an example an average client would expect to pay around £10-15 per report on a subscription package but it is charged as one monthly charge.

Training – All clients must be trained before using the Judgement Index and following that they gain access to our online training portal, monthly webinars, post-training resources and support in using the assessment. We also supply information on evidencing the JI for CQC, templates for appraisals and discounts on further training.

With almost company we visit, we only need to save a few wrong hires a year for the JI to deliver a return on investment.

With the average cost of recruiting estimated to be £1,000 per employee, the Guardian newspaper stated in 2016 that the average cost to recruit and train a care worker was £3,500. When you combine that with the average staff turnover rate in care now being over 30% according to Skills for Care, then there are some startling high costs associated with employing the wrong person

Does the assessment support diversity?
Many companies in the UK are conscious that their recruitment practices do not discriminate and the Judgement Index supports this. In the US there are strict criteria set by the Equal Opportunities Employment Opportunity Commission, which means that any assessment used during a recruitment process should be proven to be free from bias against any gender, ethnicity, religion or race. The JI has passed this criteria.

We also recommend that the JI contributes around 30% to your overall hiring decisions, and never advice “don’t hire” or “hire” in our training based purely on the report alone. The JI is designed to provoke further questions to help you make a more objective decision.

What's the next step?
If you’re interested in taking a close look then why not let us bring the JI to life for you? Give us a call on 0800 8101025 or use the contact page on this website to send us a message. We can discuss your challenges and how we might support you with those.

We are not sales people and you won’t get any pushy talk from us! It’s just not in our values. We will be happy to share more with you and suggest a package to suit your goals.

If you want to have a bit more of a nosy then feel free to download some of our research from the top of this page, watch some of our YouTube videos or read some of our case studies, but don’t be shy to get in touch we are always delighted to talk to care companies who are on a mission to “develop good”.

“During our first three years using the Judgement Index consistently as part of our hiring process, our turnover rate was reduced from 25.5 percent to 17.1 percent and our RN vacancy rate dropped from 13.5 percent to 5.3 percent. While we certainly cannot attribute 100 percent of this significant improvement in our retention during this period to our use of the Judgement Index, we are confident it played a major role. Lowering the high cost of turnover and avoiding the expense of “bad” hiring decisions clearly make the use of this tool very financially attractive, not to mention the benefits our patients receive by our doing a better job of having the right people in the right jobs. Using the Judgement Index for individual and team development also adds significant value to those processes with the insights it provides regarding a person’s judgement capability and capacity”
Doug Beckstett - Vice President & Chief Human Resources Officer Memorial Hermann Healthcare System, Houston, TX