Understanding caseload and workload approaches
Standard 3: Safe workloads and case allocation
This method focuses on the number of cases assigned to each social worker, often setting the complexity of cases in quite broad categories. An example of this is a three-point scale of low, medium and high complexity.
People see this method more objective because it uses measurable data. It’s more appropriate where cases are relatively uniform in complexity and time demand. It is often used in administrative contexts or initial allocation stages.
This method measures the time and effort needed to manage cases, considering how complex and demanding they are, the resources needed, and the social worker’s experience. It works best in situations where cases differ a lot in complexity, as it helps ensure fair workloads and quality care.
Simple: counting the number of cases assigned to each practitioner is straightforward.
Consistent: provides a standard way to track work across different teams. This could include counting cases, home visits, hours worked each week.
Data insights: tracking can show trends, help plan use of resources, and measure how productive teams are. For example, checking how many service user interactions happen each month to see if more staff are needed.
Performance tracking: data can be used in performance reviews and to improve operations. For example, comparing the time different workers' spend on paperwork and with clients.
Not enough detail: case numbers alone cannot show the differences in how complex or time-consuming cases are, or when sudden, unpredictable situations need extra work.
No insight into the quality of work: metrics like the number of cases closed do not capture the quality of interactions or the impact of support given, meaning important aspects of social work might be overlooked.
Risk of stress and burnout: focusing too much on numbers without enough support can lead to stress and burnout. Managing too many cases in order to meet targets can leave social workers without time for self-care or professional development.
Concerns about service quality: prioritising case numbers over the needs of the people concerned may reduce service quality. Social workers can feel pressured to close cases quickly, which might affect thorough, quality work.
A rounded perspective: looks at all aspects of case work including administrative tasks, time spent with service users, and working with other services. It can also take into account the social worker’s own experience of managing their workload, stress levels, and job satisfaction.
Provides context: gives insight into the emotional challenges of the work or how complex certain cases are.
Fairer workloads: considering both the number of cases and how complex they are can help make sure work is shared fairly.
Employee wellbeing: recognises actual workloads and their impact on work-life balance, emotional health, and job satisfaction. Social workers can talk about how they feel about their workload and what support they need in regular check-ins or supervision.
Identifies support needs: shows when social workers need extra help, like more supervision, based on how complex their cases are.
Complex and time-consuming: this approach is harder to measure and manage because it needs detailed tracking of tasks and time spent. It also requires more resources to develop, maintain, and monitor, along with enough time to implement properly.
Differences in judgement: people’s views can differ due to personal bias or how much stress they can handle, leading to varied perceptions of workload.
Different expectations: social workers may have different ideas about what counts as a “heavy” workload or a “complex” case.
Risk of under-reporting: social workers might downplay their stress or workload due to fear of being judged negatively.
Measurable data (number of cases, home visits and hours worked) can quantify the workload, while staff feedback (surveys or interviews) can give insight into social workers’ experiences of stress levels, job satisfaction, workload complexity and emotional reactions to particular situations.
Social workers can record their tasks over a set period of time using diaries, which provide useful insights into the types of tasks they do. This provides useful insights about the intensity and complexity of their casework, and how stressful they feel.
Diaries also capture other important details, such as the availability of resources. Researchers have used diary methods to study social workers’ workloads and one study tracked how social workers used their time with handheld devices.
When gathering information about workloads through diaries or other methods, it’s important to handle the process carefully. Ensure social workers see it as a way to understand their work experience, not as surveillance or a threat to their independence.
Find out more about using diaries for employee insights.
When creating systems for managing workloads, you need to assess social workers’ skills and experience to match cases to their abilities and identify any training needs. Employer standard 2: Effective workload planning systems provides guidance on ensuring both current and future staff have the right skills and experience.
Carrying out a skills audit can improve how well social workers perform by highlighting their existing skills, experience, and any gaps. This helps to ensure they are prepared to manage their roles and deliver high-quality services . You can also use a skills audit during supervision and to guide recruitment and succession planning.
The resources for Employer standard 6: Continuing professional development and Employer standard 2: Effective workload planning systems provide advice on how to approach professional development.
The Employer standard 4: Wellbeing resource guides you in having inclusive conversations about wellbeing, which can help when discussing workloads.
Supervision helps you understand different experiences and needs by listening carefully (see Employer standard 5: Supervision).
For advice on setting up inclusive mentorship programmes, check Employer standard 6: Continuing Professional Development, and to create a supportive and inclusive work culture, refer to Employer standard 2: Effective workload planning systems
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