Head of Safeguarding. Applicant Information Pack

Transcription

1 Head of Safeguarding Applicant Information Pack

2 Contents Page 3 Page 4 Page 5 Page 8 Introduction Job Description Personal Specification Terms and Conditions of mployment

3 Introduction Thank you for your interest in the above role. This document does not form part of the terms and conditions, but aims to give you more information about the role, its context and an outline of the work you could be involved with. Background to The Scout Association s Headquarters The UK headquarters of The Scout Association is based at Gilwell Park, Chingford, London, and is operationally divided into four directorates: Outline of Role: The Head of Safeguarding is responsible for managing the safeguarding and vetting services of The Scout Association. The will also play a key role, in partnership with senior volunteers, in developing and implementing the Association s safeguarding strategy which underpins our work to achieve our Vision Towards Our vision covers three primary goals: Scouting in 2018 will: - Make a positive impact in our communities - Prepare young people to be active citizens - mbrace and contribute to social change Scouting in 2018 will be: - Shaped by young people in partnership with adults - njoyed by more young people and more adult volunteers - As diverse as the communities in which we live Members of Scouting in 2018 will feel: - mpowered - Valued - Proud

4 Applications: Please ensure in your application form, that you provide a statement as to why you believe you are suitable for the role and what you believe you could bring to the post. nsure you address the points in the person specification (as attached in the relevant job pack). Please download both the application form and fill in the recruitment monitoring form online. The application form should be ed to human.resources@scouts.org.uk Please note that if you have not heard from us within two weeks of the closing date please assume that you application has been unsuccessful.

5 Job Description: Head of Safeguarding JOB TITL: Head of Safeguarding JOB HOLDR: RPORTS TO: Director of LOCATION: Gilwell Park Corporate Services DIRCTORAT: Corporate DPARTMNT: Safeguarding Services NUMBR OF JOB HOLDRS: 1 DIRCT RPORTS: 4 DAT OF JOB DSCRIPTION: Oct 2013 TSA RANG: Band H, Level 1-5 TSA COMPTNCY LVL: 2 1. PURPOS OF TH JOB (all positions) To manage effectively the safeguarding and vetting services of the Association, consistent with policy and best practice 2. DIRCTORAT/DPARTMNTAL OVRVIW (and where the job fits in) The Corporate Services Directorate deals with issues of compliance and Membership Service. As part of the Corporate Services Directorate, the main function of the Safeguarding Department is to ensure the youth members of Scouting are safeguarded consistent with TSA s child protection policy and best practice : The post holder works with both internal and external customers and there is a requirement to take the lead on projects and initiatives Internal customers Safeguarding team Volunteer commissioners and safeguarding co-ordinators Other members of the directorate, including membership Support Services and Legal All other Directorates, but particularly Programme and Development The Chief xecutive xternal customers LADO s Statutory authorities Voluntary sector agencies ISA Disclosure agencies Private companies

6 3a. GUIDANC AND AUTHORITY (managers only) 3b. DTAILS OF ANY LIMITS/AUTHORITY LVLS/SUPRVISION OF STAFF (supervisors only) Provide guidance, support and motivation to the Safeguarding & Vetting Team Line management and budgetary responsibility and budgetary oversight Considerable discretion and independence to act under general guidance 4. QUANTITIV DIMNSIONS OF TH JOB (managers only) The post holder is required to influence/impact on organisational performance by providing management support to 12 members of staff (four direct reports). The post holder is accountable for procedures where errors could have a serious impact which may involve physical/emotional harm to young people and reputational harm to the Movement. The post holder will manage the team budget. 5. PRINCIPAL RSPONSIBILITIS (all positions) PRINCIPAL ACCOUNTABILITIS % of time Spent (Non - manag erial) Strategic/management 40 Monitor changes in relevant legislation and ensure that the Association contributes to the issues where appropriate stablish and maintain links with appropriate national organisations, Government Departments and the statutory agencies Monitor the nature of incidents reported through the Association s reporting procedures and provide analysis to the Senior Management Team and policy makers Oversee the implementation and development of operating procedures for the effective management of allegations and suspicions of abuse affecting the work of the Association Oversee the implementation and development of operating procedures for the effective management of vetting arrangements and adverse criminal records checks (DBS/ANI/Disclosure Scotland) Act as the ultimate source of advice on all safeguarding matters, subject to the any direction from the relevant Committee of the

7 Board of Trustees Manage the budget allocated to the Safeguarding Team Manage and supervise staff in the Team Operational 40 Manage the Association s compliance with its statutory obligations under the Safeguarding Vulnerable Groups Act 2006, as amended by the Protection of Freedoms Act 2012 Be available for out of hours consultations with on-call staff Respond to regulatory enquiries from the Charity Commissioners Provide witness statements regarding the safeguarding arrangements of the Association and, where required, give evidence in person to courts and tribunals Issue mandatory advice for the management of specific incidents where child abuse is alleged or suspected Make membership decisions in accordance with the Association s Vetting Policy and other policies established by the Board of Trustees Leadership/Development 20 Become a clearly recognised focus point freely accessible to all volunteers and staff wishing to raise concerns or seeking guidance on any questions connected with the Association s safeguarding arrangements and their implementation Assist in the appointment of appropriate local Safeguarding Awareness Co-ordinators Work to promote awareness of Scouting s Child Protection and Anti Bullying Policies Prepare and develop policies, procedures and good practice guidelines for use throughout the Association 6. MAJOR CHALLNGS (managers only - not obligatory) 7. OTHR INFORMATION The role will include out of hours working and being on-call in exceptional circumstances. Requirement to travel extensively. This post involves working in an environment that involves dealing with allegations or suspicions of harm to children and this necessitates good coping skills. Therefore, the post holder will be subject to pre-employment

8 and ongoing psychological screening which could include testing emotional resilience to stress & burnout/high level of stress coping skills; critical thinking skills (inference, recognition of assumptions, deduction, interpretation and evaluation of arguments); and emotional intelligence and emotional self-awareness. 8. KNOWLDG, XPRINC AND SKILLS TO UNDRTAK TH ROL AT A FULLY ACCPTABL LVL (all positions) = ssential HD = Highly Desirable D = Desirable Skills: Good interpersonal skills ffective communication skills Ability to undertake assigned tasks within deadlines Able to manage a team Ability to work on own initiative xperience of working in a confidential and sensitive environment Knowledge/Qualifications: Degree level qualification or extensive relevant experience Professional qualification in safeguarding/child protection Knowledge of safeguarding best practice and regulatory requirements Knowledge of the Scout Movement and its operational structures Understanding, acceptance of fundamental values of Scouting xperience: xtensive experience of advising on a range of Safeguarding issues Safeguarding case management (preferably in the voluntary sector) Use of Information Technology xperience of training and policy presentation/development Personal: Ability to keep sensitive information confidential Personable and approachable manner Self starter and ability to work on own initiative Open minded, flexible and articulate Attention to detail and accuracy High levels of resilience to pressure HD HD HD HD HD

9 What s in it for me? Annual Salary: Starting salary non negotiable at 42,377 (including OLW) which represents Level 1 of Band H with the possibility to increase on an annual incremental basis by 1 level (subject to satisfactory performance), to a maximum of Level 5 49,544. Salaries are paid monthly by direct transfer on or about the 20 th of the month. Overtime is not paid although time of in lieu may be authorised. Hours of Work: 35 hours per week Location: Gilwell Park, Chingford Holiday ntitlement: 25 days per year plus bank holidays. This increases after two years service to 28 days and after five years to 32 days.* * The Scout Association closes completely between Christmas and the New Year, so it is compulsory that annual is taken at this time. Probationary Period: This post is subject to a 6 month probationary period. Notice Period: 2 months mployee Benefits an introduction The Scout Association is keen to ensure that employees are offered a range of attractive benefits. At the same time, we also need to cater for a variety of needs and lifestyles. Benefits apply to employees upon completion of three months in their role unless otherwise stated. Looking after your health and wellbeing Simply Health medical scheme mployees have access to the Simply Health medical scheme. Full details are available on employment but a summary of the benefits is as follows: Dental 100% - up to 120 Optical 100% - up to 120 Face to face counselling sessions up to 6 sessions Private consultation and diagnostics 100% - up to 300 Physiotherapy/Osteopathy/Chiropractic/Acupuncture/Homeopathy 75% - up to 300 There is an opportunity to add a partner and up to four children to this scheme at an additional cost to the employee. Sickness Absence The Association pays sickness above the statutory minimum requirement. Keeping fit and active mployees can benefit from discounted rates on gym membership. Being a member of the Health Club and Wellbeing Scheme gives you and your family access to the lowest corporate membership rates at over 2,000 health clubs, gyms and leisure centres across the UK. Food and Drink Free lunch is provided to all employees when they are working at Gilwell Park, between Monday and Friday. Alternative arrangements are in place for staff at our Scout Activity Centres. Free beverages are available at all sites. This benefit is available immediately upon taking up employment.

10 Looking after your future Pension For all employees, the Association has a Group Personal Pension Plan. This plan allows employees to contribute a minimum of 1.5% of their gross salary up to the maximum allowed within HMRC limits. The Association will contribute twice the employee s contribution, up to a maximum of 10% of gross salary. Life Assurance All employees are covered by a scheme which pays two times the basic salary in the event of death in service. Getting to and from work Interest free season ticket loan mployees may apply for a loan to assist with the purchase of a travel season ticket. The loan will be paid back monthly by automatic deduction from salary. Car parking All sites offer free car parking to employees Cycle to Work scheme This scheme is a form of salary sacrifice which enables employees to purchase a bicycle through the Government s Cycle to Work Scheme and can save you up to 50% on the retail value (depending on the employees tax bracket). Minibus Service (Gilwell Park) A minibus service is provided which collects colleagues at 08:40 and 08:50 from Chingford Station and drops off to the same location at 17:00 hours. Looking after your nearest and dearest Carer s Leave Up to three day s paid leave a year please see our Leave policy. Maternity Leave The Association pays maternity leave above the statutory minimum requirement. Paternity Leave The Association pays paternity leave above the statutory minimum requirement. Childcare Vouchers This scheme is a form of salary sacrifice, enabling employees to purchase childcare vouchers. Start and finish time mployees can apply for some flexibility on their start and finish times of work. Making your money go that little bit further Scout Shops purchase mployees can make purchases from Scout Shops LTD with a discount of 25% on certain items, excluding uniforms. Restaurant discount card This discount card is in conjunction with TasteCard and allows a range of discounts (up to 50%) on a range of restaurants across the UK. This can be purchased for approximately 30. Developing yourself and others Study and volunteer leave Special leave includes paid leave for volunteering and study leave. Human Resources 2013