Translate the text from English to Welsh.



 
In September 2015, the Welsh Government commissioned important primary and secondary research from Manchester Metropolitan University on the relationship between the terms and conditions of domiciliary social workers and the quality of the care delivered. This research concluded there was a clear and convincing link.  

  

Consequently, the Welsh Government consulted on a range of proposals in relation to these matters set out in a document “Domiciliary Care Workforce – improving the recruitment and retention of domiciliary care workers in Wales”. Proposals consulted on included matters relating to zero hours contracts, compliance with the national minimum wage, travel time, call clipping and length of calls, career structure, development and training, occupational status and health and safety.  

  

108 responses were received from a wide range of stakeholders, and today I am publishing the results of that consultation. The summary of responses report can be found here: https://consultations.gov.wales/consultations/domiciliary\-care\-workforce


The Welsh Government recognises social care as a strategically important sector. Within that, the domiciliary workforce plays a crucial role in helping people stay at home and maintain their independence for as long as possible. However, we know that recruitment to the profession can be difficult, and it can be difficult to retain staff. The key message from this consultation is that multiple actions are needed to improve recruitment and retention, including reinforcing compliance with existing requirements such as the national minimum wage, increasing the transparency of processes \- for example differentiating clearly between travel time and call time \- and continuing to pursue opportunities to establish domiciliary care as an attractive, supported and rewarding long term career.  

  

The evidence from this consultation also raises some real and practical issues with the way ahead that we must consider, such as the approach to zero hours contracts, what level of qualification is appropriate for the registration of the workforce and what a career pathway might look like. In some cases, such as in relation to zero hours contracts, responses have been limited, and we will need to continue the conversation with the people affected, such as workers, employee representative organisations and employers bodies, in order to make the right decisions.  

  

This will enable the Welsh Government to take forward its commitment to taking further action to limit the use of zero hours contracts in social care. In the first instance, I intend to bring forward regulations under the Regulation and Inspection of Social Care (Wales) Act to set a requirement for all providers to publish the number of their employees that are on zero hour contracts, as a way of improving transparency through reporting.  In addition to this, I will be consulting on options to take further action on zero hour contracts via the Regulation and Inspection of Social Care (Wales) Act regulations next year.  

  

I have asked the Care Council for Wales to consider and use this report in the development of their five\-year strategy for domiciliary care in Wales. This work, commissioned by the Welsh Government, will deliver a sector\-led plan for improvement in social care and is due to report to me shortly.  

  

The above actions in response to the consultation complement the work that we are already doing to professionalise the workforce and increase the prestige of what is a crucial but undervalued role. Social Care Wales is being formed from the Care Council and will begin operating in April using a powerful combination of functions to strengthen services and the workforce that provides them.  One of its first tasks will be to prepare for the extension of workforce registration to domiciliary care workers in 2020\.  This will involve supporting the workforce to achieve the relevant qualification level using the substantial workforce development grant funding made available by the government to the sector.  

 


 


 


 


 


 


 


 







Translation:


 
Ym mis Medi 2015, cafodd Prifysgol Fetropolitan Manceinion ei chomisiynu gan Lywodraeth Cymru i gynnal ymchwil wreiddiol ac ymchwil eilaidd bwysig ar y berthynas rhwng telerau ac amodau gweithwyr cymdeithasol cartref ac ansawdd y gofal a ddarperir. Daeth yr ymchwil i'r casgliad bod yna gyswllt clir a diamheuol.  

  

O ganlyniad i ganfyddiadau'r ymchwil, aeth Llywodraeth Cymru ati i ymgynghori ar gyfres o gynigion mewn perthynas â'r materion hyn. Mae'r cynigion hynny wedi'u hamlinellu yn Dogfen ymgynghori ynghylch y gweithlu gofal cartref \- Gwella’r gwaith o recriwtio a chadw gweithwyr Gofal Cartref yng Nghymru. Roedd y cynigion yn cynnwys materion yn ymwneud â chontractau dim oriau, cydymffurfio â’r lleiafswm cyflog cenedlaethol, amser teithio, hyd galwadau a’r arfer o fyrhau galwadau’n fwriadol yn sgil prinder amser, strwythur gyrfa, datblygu a hyfforddi, statws galwedigaethol ac iechyd a diogelwch.  

  

Daeth 108 ymateb i law gan amrywiaeth eang o randdeiliaid, a heddiw rwy'n cyhoeddi canlyniadau’r ymgynghoriad hwnnw. Gellir gweld crynodeb o’r ymatebion yma: https://ymgyngoriadau.llyw.cymru/ymgyngoriadau/y\-gweithlu\-gofal\-cartref


Mae Llywodraeth Cymru’n cydnabod bod gofal cymdeithasol yn sector strategol bwysig. O fewn hynny, mae’r gweithlu gofal cartref yn chwarae rhan hanfodol er mwyn helpu pobl i aros yn eu cartrefi a bod yn annibynnol am gyhyd â phosib. Fodd bynnag, rydym yn gwybod y gall fod yn anodd recriwtio i’r proffesiwn hwn, a’i bod yn anodd cadw staff. Y neges allweddol o’r ymgynghoriad hwn yw bod angen gweithredu mewn sawl ffordd i wella cyfraddau recriwtio a chadw, gan gynnwys atgyfnerthu cydymffurfiaeth â’r gofynion presennol fel y lleiafswm cyflog cenedlaethol, cynyddu tryloywder prosesau – er enghraifft gwahaniaethu’n glir rhwng amser teithio ac amser galwadau – a pharhau i fynd ar ôl cyfleoedd i sefydlu gofal cartref fel gyrfa ddeniadol, werthfawr, tymor hir sy’n cael ei chefnogi.    

  

Mae'r dystiolaeth o'r ymgynghoriad hwn hefyd yn codi rhai materion dilys ac ymarferol o ran y ffordd ymlaen y bydd rhaid inni eu hystyried, megis y defnydd o gontractau dim oriau, pa lefel o gymwysterau sy’n briodol ar gyfer cofrestru’r gweithlu a sut beth fyddai’r llwybr gyrfa. Mewn rhai achosion, megis mewn perthynas â chontractau dim oriau, cyfyngedig oedd yr ymatebion a ddaeth i law, a bydd rhaid inni barhau i gynnal trafodaethau â'r bobl sy'n cael eu heffeithio, fel gweithwyr, mudiadau sy’n eu cynrychioli a chyrff y cyflogwyr, er mwyn gwneud y penderfyniadau cywir.  

  

Bydd hyn yn galluogi Llywodraeth Cymru i fwrw ymlaen gyda’r ymrwymiad i gymryd camau pellach i gyfyngu ar y defnydd o gontractau dim oriau mewn gofal cymdeithasol. Yn y lle cyntaf, rwy’n bwriadu cyflwyno rheoliadau dan Ddeddf Rheoleiddio ac Arolygu Gofal Cymdeithasol (Cymru) i’w gwneud yn ofynnol i’r holl ddarparwyr gyhoeddi nifer y gweithwyr sydd ganddynt ar gontractau dim oriau, fel ffordd o wella tryloywder drwy adrodd.  Yn ogystal â hyn, byddaf yn ymgynghori ynghylch opsiynau ar gyfer cymryd camau pellach ar gontractau dim oriau drwy reoliadau’r Ddeddf Rheoleiddio ac Arolygu Gofal Cymdeithasol (Cymru) y flwyddyn nesaf.  

  

Rwyf wedi gofyn i Gyngor Gofal Cymru ystyried yr adroddiad hwn a'i ddefnyddio wrth ddatblygu ei strategaeth bum mlynedd bwysig ar gyfer gofal cartref yng Nghymru. Bydd y gwaith hwn, sydd wedi'i gomisiynu gan Lywodraeth Cymru, yn cyflwyno cynllun ar gyfer gwella gofal cymdeithasol a fydd yn cael ei arwain gan y sector, a disgwylir i'r Cyngor adrodd imi yn fuan.  

  

Mae’r camau uchod mewn ymateb i’r ymgynghoriad yn ategu’r gwaith rydym eisoes yn ei wneud i broffesiynoli’r gweithlu a chodi statws y swyddogaeth hon sydd mor hanfodol ond nad yw’n cael ei gwerthfawrogi ddigon. Mae Gofal Cymdeithasol Cymru’n cael ei ffurfio o’r Cyngor Gofal, ac yn mynd i ddechrau gweithredu ym mis Ebrill gan ddefnyddio cyfuniad o swyddogaethau i gryfhau gwasanaethau a’r gweithlu sy’n eu darparu. Un o’r tasgau cyntaf fydd paratoi ar gyfer ehangu’r gofrestr o’r gweithlu i gynnwys gweithwyr gofal cartref yn 2020\. Bydd hyn yn cynnwys cefnogi’r gweithlu i gyrraedd y lefel berthnasol o gymhwyster gan ddefnyddio’r cyllid grant sylweddol ar gyfer datblygu’r gweithlu y mae’r llywodraeth wedi’i neilltuo i’r sector.