Managing a reliable, skilled, and cost-effective workforce is a daily challenge for the care sector. With rising demand, tight budgets, and high staff turnover, care providers must find smarter ways to manage their contingent workforce. Enter the ‘Bank First’ model – a workforce strategy that prioritises the deployment of internal bank staff before turning to agency workers. For social care providers, this approach offers a wealth of benefits, from improved care continuity to significant cost savings.
1. Cost Efficiencies Without Compromise
One of the most compelling reasons to adopt a Bank First model is the cost reduction it offers. Agency fees can inflate staffing costs by 30% or more, draining already strained budgets. In contrast, internal bank workers - who are typically on flexible, zero-hour or part-time contracts - can fill gaps without the added agency overhead. By prioritising the use of bank staff, providers can significantly reduce their dependency on agencies, saving tens or even hundreds of thousands annually.
Moreover, many workforce management platforms that support a Bank First approach offer intelligent rostering and shift-filling tools, allowing managers to identify and deploy available bank staff quickly - reducing the need for last-minute, high-cost agency callouts.
2. A Loyal, Engaged Workforce
Bank First doesn’t just save money - it fosters employee loyalty. When internal workers are given priority access to shifts, they feel more valued and invested in the organisation. This improves engagement, reduces attrition, and makes it easier to build a dependable pool of bank staff over time.
Because these workers are often familiar with the care setting and its residents, they also tend to perform better than external temps, who may lack context and motivation. And when staff know they’ll be offered work first, they’re more likely to stay with the organisation long-term, reducing recruitment costs and building workforce stability.
3. Continuity and Quality of Care
Social care thrives on relationships. Residents feel safer and more comfortable when they’re cared for by familiar faces who understand their routines, preferences, and medical histories. The Bank First model supports this by consistently offering shifts to staff already embedded within the organisation - enhancing continuity of care.
This continuity directly impacts the quality of care delivered. Bank staff understand internal protocols, culture, and expectations, which results in smoother handovers, fewer mistakes, and better outcomes for service users. Unlike agency staff, who may rotate frequently between multiple organisations, bank staff bring consistency that residents and care teams alike can rely on.
4. Operational Control and Transparency
With a Bank First approach - especially when supported by modern workforce platforms - care providers retain full visibility and control over staffing. Managers can forecast needs, fill shifts efficiently, and track performance metrics without relying on external agencies. This improved oversight leads to better decision-making and more agile workforce planning.
In Conclusion
The ‘Bank First’ model is more than just a staffing strategy - it’s a smarter, more sustainable way to manage the social care workforce. By prioritising internal bank staff, providers can cut costs, build loyalty, and most importantly, deliver higher quality, more consistent care to those who need it most. In a sector where every penny - and every person - counts, Bank First isn’t just an option. It’s the future.