Level 5 Adult Care: Principles of Business and Resource Management for Leaders of Adult Social Care Assignment Brief 2026

Level 5 Adult Care Unit: Principles of Business and Resource Management for Leaders of Adult Social Care

This Level 5 adult care brief covers the business and resource knowledge expected of registered managers and deputy managers: how national and local strategy affects budgets, buildings and staff, how to recruit, retain and deploy a care workforce fairly, how services are commissioned and funded, and how integrated health and social care changes everyday practice.

Unit Overview and Command Words

The unit develops your knowledge of business and resource management: national and local strategies on resource planning, integrated approaches in health and social care, continuity planning and your role in resource management, recruitment and retention in the care sector, and how your service fits the wider market and must evolve to meet changing demand.

Analyse – examine something in detail to discover what works well, what does not and how it is beneficial; a conclusion may suggest improvements. Evaluate – judge the quality, importance or value of something and whether it fulfils its purpose; a conclusion may recommend continuing, discontinuing or changing it.

Knowledge Questions

Section 1: Resource planning and management

• 1.1 Analyse the impact of national and local strategies and priorities on resource planning and management in relation to financial, physical and human resources.
• 1.2 Explain the importance of accurate forecasting for resource requirements.
• 1.3 Evaluate the value of using assets and resources outside traditional services and in the community.
• 1.4 Explain the role of technology as a resource in service delivery and service management.
• 1.5 Explain the meaning of sustainability in terms of resource management in adult social care.
• 1.6 Outline your roles, responsibilities and accountabilities for resource management within your organisation.
• 1.7 Explain the importance of business continuity planning and the processes available within your organisation.

Section 2: Human resources

• 2.1 Outline legislation, policies and practices underpinning safe and fair recruitment.
• 2.2/2.4 Explain the recruitment, selection, induction and retention processes in your organisation and your role in each.
• 2.3 Evaluate the approaches known to improve recruitment and retention of adult social care staff.
• 2.5 Explain the importance of ensuring employment practices are free from discrimination and harassment.
• 2.6 Explain how to identify the numbers and patterns of staffing required to provide a person-centred, outcomes-based service.
• 2.7/2.8 Describe factors that could influence staffing requirements and patterns, and explain how you manage and adjust staffing patterns to meet changing circumstances.
• 2.9 Explain the importance of succession and contingency planning in relation to the workforce.
• 2.10/2.11 Explain your organisation’s performance management procedures and your role within these.
• 2.12/2.13 Explain your organisation’s conduct, discipline and grievance procedures and your role within these.

Section 3: Market provision

• 3.1 Explain how services are commissioned, procured and funded.
• 3.2 Discuss the current drivers shaping adult social care.
• 3.3 Explain how your service relates to the wider market and the needs of the local population now and in the future.
• 3.4 Assess how your service will need to evolve to meet the demand for social care services now and in the future.
• 3.5 Outline the barriers to evolving, adapting and meeting the demand for social care services now and in the future.

Section 4: Integrated health and social care

• 4.1 Explain what is meant by an integrated health and social care system.
• 4.2 Analyse the rationale and legislative context for integrated approaches to service provision.
• 4.3 Assess local and national initiatives to better integrate health and social care systems and services.
• 4.4 Evaluate the impact of greater integration of systems and processes on working practices and relationships.

Guidance from the Brief

• Legislation and guidance may include the Equality Act 2010, Working Time Regulations 1998, CQC regulations, DBS checks, confirming identity and seeking references.
• Recruitment and retention approaches may include values-based recruitment, understanding the local area, referral programmes, supportive induction, quality training, career progression, good working conditions, rewards, recognition, flexibility and competitive pay.
• Factors affecting staffing could include changing care needs, changes in demand, holiday periods, sickness and weather conditions.
• Drivers must include funding mechanisms and related service gaps in current market provision, and may include national policy or local initiatives.
• An integrated system works in a coordinated way so people get a seamless, person-centred experience; the rationale may include an ageing population, complex needs, financial pressures and widening health inequalities.