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Using workload management to provide a better service in Salford

How Salford used data to support effective workload and caseload management.

Salford is a city in Greater Manchester. Salford’s approach to workload and caseload management is to:

  • focus on practitioner wellbeing
  • support smooth transfer of case responsibility between teams
  • provide a flexible and responsive service to children and families

The team structure includes:

  • a multi-agency hub for initial screening and allocation of work
  • duty teams, working with families in six-week cycles
  • child protection teams, taking over where ongoing support is needed

Family support workers and social work support officers assist with direct work with families and administrative tasks so social workers can focus on more complex tasks. Specialist permanent social workers support children with long-term plans like adoption.

Using data to support effective workload and caseload management

Team managers review weekly data reports on each social worker’s caseload to allocate work fairly. Currently, team managers manually analyse trends to make informed decisions, but they plan to:

  • use artificial intelligence (AI) to improve data analysis and case management
  • develop new digital tools to track workloads, spot trends, and streamline administrative tasks such as case recording

Managing workloads

Salford balances caseloads using workload ranges based on worker capacity, experience, and case complexity. Strategies include:

  • lower caseloads for social workers handling high-risk or complex cases
  • regular reflective supervision to provide guidance and help manage workloads

Caseload ranges are:

  • newly qualified social workers - around 15 children by the end of their first year
  • level 2 social workers: 20 to 25 children
  • level 3 social workers: 22 to 28 children
  • advanced social workers: around 15 children to allow time to mentor less experienced colleagues

Caseloads are adjusted as needed to protect worker wellbeing.

Recruiting and retaining social workers

Salford has a clear retention plan based on listening to staff and adapting to their needs. The council has focused on recruiting assessed and supported year (ASYE) social workers and growing their own workforce through apprenticeships. The apprenticeship programme, originally for internal staff, now attracts external applicants too.

Finding solutions to workload pressures

Salford faces several challenges which impact both the social workers, and the quality of outcomes for children. They are working to find effective solutions:

  • high caseloads: heavy workloads can cause burnout and reduce the quality of direct work. However, caseloads are now lower than before, with a focus on staff well-being
  • supporting children with complex needs is emotionally demanding and often requires specialist skills. Social workers receive structured support to help manage this
  • limited resources: increased funding is needed to employ more social workers and strengthen support roles to reduce caseloads and manage workload effectively
  • recruitment and retention: experienced social workers are hard to recruit and retain. Salford has reduced agency staff, increased permanent roles, and developed apprenticeships to improve recruitment and retention
  • data management: managers still analyse data manually, and integrating new technologies to improve this remains a challenge
  • system flexibility: caseloads adjust based on need, but frequent changes can disrupt continuity of care. Extra support is needed for social workers handling complex cases

Salford continues to refine its approach, so social workers have the support, resources, and manageable caseloads they need to provide the best outcomes for children and families.

Next page: Working together to manage workloads in Croydon

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These resources have been developed by Research in Practice in collaboration with DfE.
Published: 24 September 2025
Last updated: 24 September 2025