; controlling rising agency worker rates through agreed regional capped rates based on evidence; and ensuring accurate performance feedback on candidates through a shared reference template. 58 These changes followed joint working between the ADCS and the DfE to address ongoing concerns about profiteering and the business practices of some social work agencies, as well as concerns about the quality of work with, and experiences of, children and families. The ADCS proposal of a ban on the use of agency project teams for statutory social work was not taken forward by the DfE. While retention issues are acute in local authorities with a challenging inspection outcome, this is by no means exclusively the case, as highlighted by a DCS in a local authority where services have been judged to be ‘outstanding’. With qualified social workers, the average length of service for leavers is 1.7 years. Of those who left... 33% left within 12 months of starting, which creates extra recruitment demand in an already challenging recruitment market…. While we do have a comprehensive recruitment pipeline for newly qualified social workers through Frontline, Step Up and apprenticeships, attracting experienced social workers remains a challenge. (Survey, County, Eastern) Retention strategies discussed in DCS interviews included newly created roles, retention payments, revised pay scales, and the seemingly peripheral but significant factor of offering dedicated free parking. Examples of system-wide approaches to improving organisational culture were described (see also Cook, 2024; DfE, 2024h). In authorities where turnover rates were low, this was attributed to good support for workforce emotional health and wellbeing, a good professional development offer, opportunities for progression and se