How to Align Your Workforce Plan with Commissioner Expectations in Home Care Tenders
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🧠 Blog 7 of 7 in our ‘Recruitment in Domiciliary Care Tenders’ Series
It’s not enough to say you have a workforce plan — commissioners want to see how it aligns with their priorities.
This final blog in our recruitment series looks at how to demonstrate that your recruitment, staffing, and retention approach is shaped by — and contributes to — local goals.
Here’s what alignment looks like in practice:
- 📍 Local recruitment — emphasise place-based hiring to support community sustainability and reduce travel.
- 🧑💼 Diverse workforce — show how your staff reflect the communities you support.
- ⚖️ Social value delivery — explain how your workforce strategy contributes to economic, social, and equality outcomes.
- 🔁 Retention links — tie your plan to turnover rates and continuity of care, two big commissioner concerns.
Don’t just show how you recruit — show why it matters to service quality and system-wide goals.
Commissioners may also be looking for:
- 📊 Evidence of planning for future need and growth
- 🗺️ Use of workforce mapping or risk analysis
- 📈 Connections to regional workforce plans or ICS priorities
This shows you’re not just filling roles — you’re part of the solution to long-term challenges in social care.
📚 Explore the full 7-part series on Recruitment in Domiciliary Care Tenders:
- 1️⃣ 💬 Why Recruitment Is the Achilles’ Heel of So Many Domiciliary Care Tenders
- 2️⃣ ✅ “We Recruit Locally” Isn’t Enough in Domiciliary Care Tenders
- 3️⃣ 🔁 How to Reduce Turnover in Home Care: What Commissioners Want to See
- 4️⃣ 🗣️ How to Use Staff Voice to Strengthen Your Domiciliary Care Tender
- 5️⃣ 🧭 How to Create a Compelling Recruitment Narrative in Domiciliary Care Tenders
- 6️⃣ 💼 How to Evidence Fair Pay and Career Development in Home Care Tenders
- 7️⃣ 🧠 How to Align Your Workforce Plan with Commissioner Expectations in Home Care Tenders