HQ16/32/01 EDUCATION AUTHORITY

Transcription

1 HQ16/32/01 EDUCATION AUTHORITY The Education Authority (EA) was established under the Education Act Northern Ireland 2014 and became operational on 1 April It is a non-departmental body sponsored by the Department of Education. EA is responsible for ensuring that efficient and effective primary and secondary education services are available to meet the needs of children and young people, and support for the provision of efficient and effective youth services. These services were previously delivered by the five Education and Library Boards. These temporary posts are advertised by the Belfast Region of the Education Authority on behalf of all regions. The posts may be based in any region of the Education Authority and successful applicants may be required to work across regions*. POST: LOCATION: RESPONSIBLE TO: REQUIREMENTS: Regional Education Welfare Officer Education Welfare Service The base will be determined on appointment* The designated line manager Essential Applicants must at the closing date hold a professional social work qualification or be qualified in accordance with JNC for Education and Library Board s circular No 38. Applicants must also be registered or provide evidence of their application to register with NISCC. Desirable It is desirable that applicants at the closing date: (i) hold a relevant third level qualification; and/or (ii) have experience of working in an educational setting; and/or (iii) have experience of working with young people/families in a caring capacity. The panel reserves the right to enhance these criteria. Applicants should preferably have access to a car. A motor mileage allowance is payable in respect of authorised journeys undertaken in carrying out the duties of the post. Suitable applicants who are not appointed to immediate temporary vacancies will be placed on a reserve list which will remain valid for up to one year and may be offered temporary appointments at the discretion of the Education Authority during that period. DUTIES: As attached

2 HOURS: 36 per week SALARY: 22,937-30,178 Posts involving work in educational institutions are subject to the provisions of the Safeguarding Vulnerable Groups (NI) Order The successful applicant will require an enhanced disclosure check which at present costs 33. Further details regarding the payment of this check will be issued with the contract of employment. N.B Notes of guidance are attached. The closing date for receipt of applications is 2PM ON FRIDAY 2 SEPTEMBER Please note EA, Belfast Office Headquarters will be closed on Monday 29 August 2016.

3 REGIONAL EDUCATION WELFARE OFFICER Job Purpose: To fulfil the Education Authority s (EA) statutory duties to ensure that all children within compulsory school age receive regular, appropriate education and to assist families and schools to resolve education related issues. Key Areas and Responsibilities: 1 Liaising with learning providers to identify pupils and families with attendance and related problems 1.1 Work in partnership with principals and teaching staff in the identification of attendance and welfare issues in designated schools. 1.2 Assist learning providers to develop attendance strategies and practice. 1.3 To assess, monitor and review the attendance, behaviour and welfare issues of identified/referred children by regular audit. 1.4 Monitor and evaluate service agreements with learning providers. 2 To respond appropriately to identified pupil/family need 2.1 Following referral undertake an initial assessment and devise an appropriate action plan in accordance with education welfare service procedures which should be regularly monitored and reviewed. 2.2 To appropriately communicate and engage with children, young people and their families to promote education by regular attendance at school or otherwise. 2.3 To provide relevant information to children and their families to enable them to make informed choices in accessing education suitable to age, aptitude and ability. 2.4 To mediate and facilitate communication between pupils, parents and schools. 2.5 Identify situations where advocacy is needed. 2.6 Represent the views and interests of young people or others. 2.7 To collaborate with and make referrals as appropriate to other relevant agencies and/or EA departments. 2.8 Exit from intervention by making appropriate endings. 3 To develop and maintain good working practice and procedures 3.1 To maintain accurate and complete records in accordance with education welfare service policy and procedures.

4 3.2 To take responsibility for the management, evaluation and further development of professional competencies through effective use of supervision, appraisal and management of workload. 3.3 To promote and maintain good working practice by regular review and so contribute to the evaluation of the effectiveness and efficiency of the education welfare service in line with the EA corporate and resource allocation plans. 3.4 Identify opportunities to form and support groups. 3.5 Use group programmes, processes and dynamics to promote individual growth, development and independence, and to foster interpersonal skills. 3.6 Help groups to achieve planned outcomes for their members and to evaluate the appropriateness of their work. 3.7 Disengage from groups appropriately. 3.8 To establish, develop and implement a variety of appropriate intervention strategies for pupils and families to address attendance, behaviour, health and welfare issues in conjunction with external agencies/or EA services. 3.9 To participate in the design and delivery of positive behaviour management schemes to encourage regular school attendance/behaviour Promote people s rights and responsibilities in accordance with the education welfare service code of conduct/practice Promote equality and diversity of people Promote people s rights to the confidentiality of information Contribute to effective team practice Contribute to the development of others in the work team Develop oneself in own work role. 4 To implement legislation with regard to non-school attendance 4.1 To be conversant with all relevant legislation and the implications of any changes to it for families and practitioners. 4.2 To work in partnership with other relevant/appropriate agencies prior to legal proceedings. 4.3 To identify appropriate legal action in relation to non-attendance and education process. 4.4 To prepare and collate information for prosecution cases and provide evidence, reports and other requisite documentation for Magistrate/Youth/ Appeals or Family Proceedings Courts.

5 4.5 To attend court hearings and present evidence on behalf of the EA as necessary. 4.6 To act and direct as supervisor when Education Supervision Orders are granted. 4.7 Evaluate the effectiveness of legal intervention. 5 To implement legislation covering the employment of children 5.1 To be conversant with the regulations governing the employment of children of compulsory school age. 5.2 To advise employers, pupils, parents and schools of relevant regulations in order to promote the protection of children and young people from abuse or exploitation. 6 To work within a multi-disciplinary approach 6.1 To represent the EA at formal meetings and contribute to case conferences and multi-disciplinary forums, ensuring the welfare of the child/young person is paramount in line with The Children Order (NI) To contribute to multi-disciplinary/multi-agency decisions regarding child protection. 6.3 To promote in conjunction with other relevant support services strategies to prevent the suspension or expulsion of pupils from schools. 6.4 Support expelled children and young people. 6.5 Contribute to the monitoring of progress during expulsion or alternative provision. 6.6 Assist in planning the reintegration process. 6.7 Support children and young people during reintegration. 7 Provide services to the Education Authority 7.1 To promote awareness of the roles and functions of the education welfare service through delivery of appropriate training and literature to schools and other agencies. 7.2 To provide specific training and support on agreed identified areas of work. 8 Contribute to the protection of children and young people from abuse 8.1 Identify signs and symptoms of abuse. 8.2 Respond to a child s disclosure of abuse. 8.3 Inform other professionals about suspected abuse. 8.4 Promote children s awareness of personal safety and abuse. 9 Ensure personal safety and security 9.1 Identify issue of personal safety and security. 9.2 Take appropriate action to maintain personal safety and security.

6 9.3 Identify the hazards and evaluate the risks in your workplace. 9.4 Reduce the risks to health and safety in your workplace.

7 Education Authority Personnel Specification POST: Regional Education Welfare Officer Location: Education Welfare Service - Education Authority Qualifications Essential hold a professional social work qualification or be qualified in accordance with JNC for education and library boards circular no 38 be registered or provide evidence of their application to register with NISCC Desirable hold a relevant third level qualification Experience have experience of working in an educational setting Knowledge Skills Personal Qualities knowledge of childcare legislation knowledge of child protection procedure knowledge of education legislation. ability to communicate fluently both orally & written ability to assess family dynamics and situations good interpersonal skills ability to engage young people and families in the helping process; and ability to demonstrate good organisation and administrative skills warm pleasant personality caring & creative approach to work experience of working with young people /families in a caring capacity understanding of the needs of Looked After Children ability to work within a team and adhere to line management structure ability to form productive working relationships with other professionals ability to use initiative

8 Other applicants should preferably have access to a car a motor mileage allowance is payable in respect of authorised journeys undertaken in carrying out the duties of the post

9 TICK SHEET FOR TEMPORARY VACANCIES HQ16/32/01 REGIONAL EDUCATION WELFARE OFFICER(S) PLEASE INDICATE BELOW (IN ORDER OF PREFERENCE I.E. 1, 2) WHICH REGION(S) YOU WISH TO BE CONSIDERED FOR: BELFAST REGION SOUTH EASTERN REGION SOUTHERN REGION NORTH EASTERN REGION WESTERN REGION NAME IN CAPITALS: SIGNATURE:

10 CONTRACT OF EMPLOYMENT Belfast Region NON SCHOOL-BASED EMPLOYEES Statement of Main Particulars of Terms and Conditions of Service issued in compliance with the Employment Rights (Northern Ireland) Order 1996 (as amended) and the Employment (Northern Ireland) Order Introduction Part 2 In compliance with the Employment Rights (Northern Ireland) Order 1996 and the Employment (Northern Ireland) Order 2003, this statement sets out the main terms and conditions of your contract of employment with the Education Authority that are relevant at the date of issue. 2. Place of Work You will serve in the post and at the location specified in Part 1 of this document, or in any post appropriate to your grade at such other place of employment in the service of the Education Authority as may be reasonably required. You will not be required to work outside of the United Kingdom for more than one month. 3. Recognition of Period of Continuous Employment Your period of continuous service is stated in Part 1 of this document. Details relating to recognised employers are contained in the Redundancy Payments (Continuity of Employment in Local Government etc.) (Modification) Order (NI) Conditions of Service/Collective Agreements Your terms and conditions of employment, including certain provisions relating to your working conditions are covered by collective agreements negotiated and agreed with Trade Unions and Staff Associations (see paragraph 12 below), which are recognised by the Education Authority for collective bargaining purposes in respect of the employment group to which you belong. These conditions are embodied in the Scheme of Conditions of Service relating to your employment group, and in other documents, all of which are available to you through the Education Authority Human Resources Section. From time to time variations in your terms and conditions of employment will result from negotiations and agreement with the Trade Unions and Staff Associations and these changes will be incorporated in the documents to which you have access. The Education Authority undertakes to ensure that all future changes in the terms and conditions of service will be entered into these documents within 28 days of the change being agreed. All agreed changes will be detailed on the Education Authority website. Each Education Authority policy/procedure, that is current at any

11 given time, is available on the Education Authority intranet or through the Education Authority Human Resources Section. 5. Probationary Service Your first 26 weeks of service will be probationary, at the end of which, subject to a satisfactory report by your Manager, your appointment will be confirmed. If you do not maintain the required standard of performance, conduct or regular punctual attendance during this probationary period (or any period of extension agreed by your line manager), the Education Authority reserves the right to terminate your employment during, or at the end of, the probationary period. 6. Remuneration Details relating to your current salary and hours of work are specified in Part 1 of this document, and are in accordance with the agreement relating to your grade. Your hours of work exclude meal breaks. Operational arrangements for breaks will be in accordance with the practice at your location of work, and will take account of the working time regulations. Your working hours/pattern are as agreed for your place of work or grade of employment and are subject to amendment, at the Education Authority s discretion and in consultation with Trade Unions, to meet the exigencies of the service. Overtime, if applicable, for work in excess of 36 hours per week is payable in accordance with the Scheme of Conditions of Service referred to in paragraph 4 above. You will be paid either four-weekly or monthly, as specified in Part 1 of this document, by Bankers Automatic Clearing Service (B.A.C.S.) to your Bank or Building Society Account. The Education Authority reserves the right to recover any overpayment of your salary from deduction of such overpayments from salary/monies due to you. This contract of employment may be amended at any time by virtue of collective agreements, referred to in paragraph 4 above. 7. Annual Leave, Public Holidays and Extra-Statutory Holidays In accordance with the Working Time Regulations (Northern Ireland) 1998 (as amended), all employees have a statutory entitlement to a minimum of 5.6 weeks paid holiday. Those employees working less than a 5 day/36 hour week and/or fewer than 52 weeks per annum are entitled to the same level of paid holiday on a pro rata basis. Your contractual annual leave entitlement, as specified on Part 1, plus your entitlement to public and extra-statutory holidays, exceeds the minimum legal entitlement of 5.6 weeks. The basic full-time annual leave entitlement [exclusive of public and extra-statutory holidays] is detailed in the table below.

12 Grade or Equivalent NJC Pts 4 17 Minimum Entitlement After 5 years service Scales 1(a), 1(b), 1(c),/Clerk Typist/Clerical Officer/ 21 days 28 days Senior Clerical Officer/Technician1/Technician 2 NJC Pts Executive Officer 21 days 29 days Technician 3 NJC Pts Senior Executive Officer/Administrative Officer/ 23 days 30 days Technician 4 NJC Pts Senior Administrative Officer/ Assistant Principal Officer/ 25 days 31 days Principal Officer NJC Pts 49 and over Senior Principal Officer/ Education Officer/Assistant Senior Education Officer/ Head of Department 27 days 33 days The leave year extends from 1 April in one year to 31 March the following year. As a new entrant, you will be entitled to leave proportionate to the completed months of service during your first year of entry. Your annual leave entitlement is to be taken at a time that is mutually agreed between you and your Line Manager. In the event that the location, at which you are based, closes over a holiday period, you will be required to take annual leave accordingly; providing you have been given notice of the planned closure. Alternatively, where it is possible to work from another location, you may request to do so; though any such arrangement must be approved, in advance, by your Line Manager. Your entitlement to leave is as defined in the documents referred to in 4 above. Your basic entitlement to annual leave is specified in Part 1 of this document. Where your employment commences on any date other than the first day of April, your revised annual leave entitlement for the current leave year (pro rata to your full entitlement, as your service will be for less than a full leave year) is specified in Part 1 of this document. This basic entitlement is increased after 5 years service in accordance with existing agreements.

13 In addition, there are normally 12 public and extra-statutory holidays in any leave year. If you work less than a 5 day/36 hour week, and/or fewer than 52 weeks per annum, you will have an entitlement to leave that is pro rata to the hours, days and weeks that you work. Where more public and extra-statutory holidays occur on your working days than can be covered by your pro rata entitlement, the remaining days will need to be covered by annual leave or unpaid leave. For example Grade Senior Administrative Officer Working hours 21.6 hours/week (i.e. 3 5 of 36 hours) Working pattern Monday Tuesday and Wednesday (7.2 hours each day) Basic Annual Leave entitlement 15 days (25 days pro rata) Public and extra-statutory holidays 7 ½ days (12 days pro rata) entitlement Full leave entitlement 22 ½ days If you work irregular hours, your leave entitlement may be calculated, approved and recorded in hours rather than days. For example Grade Working hours Working pattern Senior Administrative Officer 21.6 hours/week on average Irregular (i.e. 3 5 of 36 hours) Basic Annual Leave entitlement 108 hours (180 hours pro rata) Public and extra-statutory holidays 52 hours (86.5 hours pro rata) entitlement Full leave entitlement 160 hours In the event that you leave employment, your annual leave entitlement will be calculated on the basis of completed months served in the current leave year and the Education Authority will adjust your final salary/wage payment to take account of annual leave entitlement over or under taken. In cases where the final salary payment is insufficient to meet this cost, you will be required to reimburse the Education Authority accordingly. 8. Occupational Sick Pay The Education Authority supports the principle of providing for sickness absence and payment of such absence. However, within the provisions for sickness leave and payment, the Education Authority will reserve the right to monitor absence and take all action considered reasonable to assist employees and control absence levels. This may include requesting medical examinations, interviewing absentees and, where appropriate, terminating employment in accordance with the relevant Education Authority procedures which are available from the Education Authority Human Resources Section.

14 If you are absent from work as a result of an injury attributable to the negligence of a third party, you must notify the Education Authority about the accident. Where a claim for damages is to be made, you must include in any such claim a specific amount for loss of earnings, and on payment of the claim, you must refund to the Education Authority the sick pay advanced to you if recovery of these monies is successful. You are required to accurately detail your state of health on the pre-employment Health Declaration Form. Failure to do so may be considered a disciplinary offence and/or could result in the offer of employment being withdrawn and/or could result in dismissal. Your entitlement to Occupational Sick Pay, which comprises statutory payments and payments under the Occupational Sick Pay Scheme, less any deduction under the NJC Pay and Conditions of Service as appropriate, is as follows: Length of Service During 1st year of service During 2 nd year of service During 3 rd year of service During 4 th and 5 th years service After 5 years service Entitlement NB: full pay is the full normal amount payable to that employee. 1 month s full pay and, after completing 4 months service, 2 months half pay 2 months full pay and 2 months half pay 4 months full pay and 4 months half pay 5 months full pay and 5 months half pay 6 months full pay and 6 months half pay If you work less than a 5 day/36 hours week and/or fewer than 52 weeks per annum, your entitlement will be pro rated accordingly. Entitlement is calculated on the basis of absence in the 12 month period immediately before your period of sickness absence. Reduction to half pay will be implemented on completion of payment of full pay entitlement. If you are absent due to illness, you are required to notify your Line Manager immediately and submit appropriate documentation to cover the absence in accordance with the Managing Attendance Procedure. The Education Authority reserves the right to withhold payments where absence is not correctly notified, or where relevant documentation has not been received by the Education Authority. Abuse of the sick pay scheme will be dealt with under the Disciplinary Procedure. The Education Authority Occupational Sick Pay Scheme and the Disciplinary Procedures are available on the Education Authority intranet or through the Education Authority Human Resources Section. 9. Notice The minimum period of notice to which you are entitled under the Employment Rights (NI) Order 1996 is as follows: Period of Continuous Employment 1 month or more but less than 2 years 1 week Minimum Notice 2 years or more but less than 12 years 1 week for each year of continuous employment 12 years or more not less than 12 weeks notice

15 Where the Education Authority is required to give you notice, the Education Authority will provide notice in accordance with the statutory entitlement outlined above, unless employment is terminated on the grounds of summary dismissal for gross misconduct. The minimum period of notice of termination of your employment, which you are required to give, is not less than 1 calendar month/4 weeks. Employees on salary NJC Pt. 42 and above (or equivalent) are required to give 3 calendar months notice. You may not be required to work your notice period, and the Education Authority reserves the right to pay salary to you in lieu of part or all of your notice period. 10. Retirement If you contribute to the Local Government Pension Scheme, you can retire and receive your benefits in full once you have reached retirement age. You must advise your Line Manager in writing at least 4 months prior to your intended date of retirement in order to meet NILGOSC deadlines for pension release. Further information is available from the Education Authority Human Resources Section. 11. Superannuation Membership of the Local Government Pension Scheme for Northern Ireland is available. The Education Authority will enrol you in the Scheme on a contractual basis provided your contract lasts for more than 3 months and contributions towards the scheme will be deducted from your pay. In addition, the Education Authority has a statutory obligation to automatically enrol you in the Scheme provided you meet the eligibility criteria at any time during your employment. Information and assistance on automatic enrolment is available from the Education Authority Human Resources Section. 12. Trade Union Membership The Education Authority supports the established system of collective bargaining and believes in the principles of solving industrial relations problems by discussion and agreement. For practical purposes, it is considered this can only be conducted through negotiations by representatives of the employer and employees. You have the right, and are encouraged by the Education Authority, to join a recognised independent Trade Union/Staff Association and to take part in its activities. Details of the independent Trade Unions and Staff Associations, that are recognised by the Education Authority and represented on the appropriate negotiating body, are available to you through the Education Authority Human Resources Section. 13. Grievance Procedure If you have a grievance relating to your employment, please refer to the Education Authority procedure. A hard copy of the procedure is attached, and is current on the date of issue. In accordance with paragraph 4 above, the Education Authority may negotiate and agree variations to terms and conditions; and the Grievance Procedure that is current at any given time is available through the Education Authority Human Resources Section. 14. Disciplinary Procedure The Procedure that the Education Authority is required to follow, in the event of having to take disciplinary action against you, is set out in the document attached to this Statement. The copy of the procedure attached is current on the date of issue, and includes the disciplinary rules.

16 In accordance with paragraph 4 above, the Education Authority may negotiate and agree variations to terms and conditions, and the Disciplinary Procedure that is current at any given time is available through the Education Authority Human Resources Section. 15. Conduct The public is entitled to demand conduct of the highest standard. For this reason a code of conduct has been developed, which clearly defines the standards of conduct that must be maintained. Failure to comply with this code may be considered a disciplinary offence and/or could result in the offer of employment being withdrawn and/or could result in dismissal. A copy of the code that is current at any given time is available through the Education Authority Human Resources Section. If you are required to hold specified professional registration for the post, failure to retain the necessary registration could result in the offer of employment being withdrawn and/or could result in dismissal. 16. Harassment in the Workplace The Education Authority is committed to providing a safe and harmonious working environment and recognises that employees have the right to be treated with dignity and respect. You are required to undertake your duties in a professional manner, to comply with all reasonable instructions and to co-operate in the promotion of harmonious working relationships. A Policy Statement and Code of Practice on measures to combat harassment in the workplace is available on the Education Authority s Intranet, or through the Education Authority Human Resources Section. 17. Maternity/Paternity/Adoption/Parental Leave Provisions There are Schemes in operation for the provision of Maternity, Adoption, Paternity and Parental leave. You are advised that there are time limits for notification, and further details of these Schemes are available on the Education Authority Intranet, or through the Education Authority Human Resources Section. 18. Job Evaluation The Education Authority operates a Job Evaluation Scheme, which is covered by a collective agreement negotiated and agreed by the Trade Unions. While in the employment of the Education Authority, if your post is upgraded as a result of job evaluation, you will receive the increased wage/salary and any backdating agreed in accordance with the scheme. 19. Undertaking Work in Addition to This Post If you are intending to undertake any other paid employment or work you should, prior to undertaking the other work, notify the Education Authority of your intention to do so. This other work can only be undertaken where the Education Authority has granted written approval. Such work will not normally be of concern provided that it does not, in the view of the Education Authority, conflict with the interests of the Education Authority, or detrimentally affect the interests of the Education Authority, or in any way weaken public confidence in the conduct of the business of the Education Authority, or breach current employment legislation including the Working Time Regulations (Northern Ireland) Further information regarding work that may conflict with the interests of the Education Authority is contained within the Code of Conduct for Employees (Item 7 within the Code refers).

17 If, on commencing this post, you are already undertaking other paid employment that you intend to continue, you should notify the Education Authority as outlined above. 20. Whistleblowing The Education Authority is committed to the highest standards of openness, probity and accountability in the delivery of its services. Whilst the Education Authority has put in place a wide range of rules, regulations, procedures and codes of practice to deliver its commitments, malpractice, abuse and/or wrongdoing may unfortunately still occur. The Education Authority does not tolerate any such malpractice, abuse or wrongdoing, and encourages anyone who has any knowledge of such to raise their concerns. If you have any such concerns, details of how to report such matters are contained in the Whistleblowing Policy, copies of which are available through the Education Authority Human Resources Section. 21. Child Protection The Safeguarding Vulnerable Groups (Northern Ireland) Order 2007 defines working directly with children or young people or in specified places as regulated activity. It is a criminal offence for any individual on any barred list or who is the subject of a disqualification order from the courts; to apply for, offer to do, accept or do any work in a post involving regulated activity, paid or unpaid. Appointment to a post defined as regulated activity is subject to a satisfactory outcome of the vetting procedure, including receipt of a satisfactory Enhanced Disclosure Certificate from AccessNI. If your post involves any regulated activity, you are required to inform your Line Manager if, during your employment, you become the subject of an investigation into an allegation that involves matters of child protection; or if you are subject to police caution, bind over or conviction for any offence that could impact upon your suitability to work in regulated activity. Failure to do so will be considered a most serious breach of discipline. 22. Full List of Terms and Conditions of Service This is not a complete list of your terms and conditions of employment. Further information on terms and conditions is available, on request, from the Education Authority Human Resources Section. Revised 1 April 2015