POSITION DESCRIPTION WELLBEING & SOCIAL INCLUSION WORKER

Transcription

1 POSITION DESCRIPTION WELLBEING & SOCIAL INCLUSION WORKER OVERVIEW Program: Reports to: Supervise: Women s Services Program Coordinator Bethlehem Community Volunteers Date of Last Review: July 2017 Classification: Social and Community Services Employee Level 3 Sacred Heart Mission Enterprise Agreement 2013 or subsequent Agreements ORGANISATION CONTEXT Sacred Heart Mission (SHM) works with people whose capacity to participate fully in community life is affected by deep, persistent disadvantage and social exclusion. Since opening our doors in 1982, the Mission has been providing a range of innovative, relationship based service responses which enable people to overcome disadvantage and realise their full potential. As a trauma informed organisation, our shared recognition of the impact of trauma informs and guides all of our interactions with the people who access our services. SHM is an Equal Opportunity Employer and an Environmental Sustainability driven organisation. We provide equal employment opportunities to all employees without regard to race, colour, religion, gender, national origin, age or disability. We ensure staff and volunteers operate from fit for purpose facilities that adopt green building design and practices. SHM has a number of staff committees across the organisation committed to championing best practice in these areas. Our EEO groups lead by example to break down the barriers to inclusion and to foster a diverse workplace where people are free from discrimination and disadvantage and are treated with respect and dignity. Our Green team has set targets for developing SHM s environmental profile as a sustainable organisation and as a leader in the sector. Document Number: HRE-FOR-005 Version: 1 Page No. 1 of 6

2 VISION Our vision is of an inclusive, fair and compassionate community, which enables people to overcome disadvantage and realise their full potential. MISSION Our mission is to build people s capacity to participate more fully in community life, by addressing the underlying causes of deep, persistent disadvantage and social exclusion. We do this by: Ensuring access to the necessities of food, clothing, housing, health care and specialised services. Listening, understanding and responding to people in a holistic, caring, and respectful way, so they can take control of their lives. Delivering accessible, responsive, evidence informed and innovative services. Welcoming people in the spirit of social justice, co-operation and partnership to create better communities. Engaging sector partners, researchers, philanthropy, business, government and the broader community, to contribute their time, expertise and resources. PROGRAM INFORMATION Bethlehem Community sits within the Women s Services Program and is committed to a gender specific response to the needs of women experiencing homelessness. Bethlehem, the Women s House, Homefront, the Women, Housing and Complex Needs Program and the Outlandish Project, form an integrated support continuum and exit point from homelessness. Bethlehem Community provides supported accommodation, case management and ongoing support, and wellbeing and social participation/inclusion activity for women over the age of 35 without accompanying children/dependents. The women supported by Bethlehem Community have all experienced the challenges of homelessness and/or alcohol dependence and/or mental health. Bethlehem Community currently supports 30 women. 10 via a 24/7 supported accommodation facility in Reservoir (Bethlehem), and 17 residing in a purpose built complex of independent living units in Thomastown (Sofia s). The tenancies of both these facilities are managed by Unison Community Housing. An additional 3 women, previous residents of Bethlehem, now living in private rental are also supported (My Place). Document Number: HRE-FOR-005 Version: 1 Page No. 2 of 6

3 Bethlehem s service model includes personal care and residential, wellbeing and social inclusion and case management support. These supports are focussed on enhancing individualised recovery and capacity building, social inclusion and participation, and access to adequate support to ensure a dignified quality of life. PURPOSE OF THE POSITION The Wellbeing and Social Inclusion Worker facilitates group wellbeing and social participation/inclusion activities; and assists individual clients to identify and plan toward goals to improve their health and wellbeing and, to engage in social participation/inclusion activity. The role: Works collaboratively with clients to identify strengths, interests, needs and goals, and develop individual wellbeing and social inclusion plans. Offers flexible and creative interventions, focused on individual capacity building and the advancement of recovery and social participation/inclusion. Liaises with the Bethlehem Community team to ensure a team approach to responding to individual client wellbeing and social inclusion plans/goals. KEY RESPONSIBILITIES Accountability Wellbeing and Social Inclusion Activity Major Activities Ensure the program operates in accordance with SHM s Mission and Values statement, the SHM Case Management Framework and the SHM Social Inclusion strategy. Facilitate group activities that promote wellbeing and foster positive social participation and inclusion experiences for participants. Engage collaboratively with individual participants, to assess/identify wellbeing goals, individual strengths, capabilities and interests; and develop and review individual wellbeing and social inclusion plans. Liaise with other Bethlehem Community staff to foster a team approach to supporting participants achieving their identified goals. Facilitate client access to external wellbeing and social participation/inclusion activities. Facilitate mentoring activities to promote the development of Document Number: HRE-FOR-005 Version: 1 Page No. 3 of 6

4 greater independence; e.g. use of public transport, shopping, attendance at external wellbeing and social inclusion activities, etc. Contribute to the ongoing development and review of the Wellbeing and Social Inclusion Program. Volunteer Involvement In consultation with the Bethlehem Community Program Coordinator, liaise with the SHM volunteer program to recruit appropriate Wellbeing and Social Inclusion volunteers. Make regular contact with volunteers and in consultation with the Bethlehem Program Coordinator assess volunteer support needs. Development of volunteer rosters for the Wellbeing and Social Inclusion Program. Team and Organisational Participation Contribute to a work place environment which supports peers, develops teamwork and ensures the provision of quality services for Mission clients. Participation in regular supervision as per policy. Regular attendance and participation in all Women s Services forums. Participation in networking forums with other Community Services programs as directed/required. Commitment to undertaking all relevant SHM compliance training. In collaboration with the program Coordinator, development and undertaking of an annual Supervision and Professional Development Agreement (S&PDA). Contribution to both internal and external networks and working groups as negotiated and agreed. Attend and participate in team meetings, service planning days and SHM all staff meetings. Attend regular practice reflection and contribute to a practice culture that is open, honest and reflective. Relationship Management Foster positive relationships with internal stakeholders, particularly other Bethlehem Community staff, Women s Services, SHM Volunteer Program, volunteers, and external agencies providing opportunities for wellbeing and social inclusion opportunities for our clients. Document Number: HRE-FOR-005 Version: 1 Page No. 4 of 6

5 OH&S Exercise a duty of care to work safely, taking reasonable care to protect your own health and safety and that of your fellow workers, volunteers and clients including following safe working procedures and instructions. RISK All SHM staff are responsible for considering, identifying and addressing risk (the effect of uncertainty on objectives) whether positive (opportunities) and/or negative (threats). CQI (Continuous Quality Improvement) All SHM staff are responsible for identifying areas of the strategic plan that add value, and for implementing and monitoring CQI initiatives. Staff are open to new ways of doing things, respond to challenges with innovative ideas and solutions and promote a continuous quality improvement culture. TIC (Trauma Informed Care) All SHM staff are responsible for engaging in learning and development to integrate their understanding of and responsiveness to the impact of trauma within their work including active participation in the supervision and performance development process. MANDATORY REQUIREMENTS A current Criminal Records Check A current Victorian Working with Children Assessment Notice Valid driver s license to drive in Australia A current First Aid Certificate QUALIFICATIONS Appropriate qualifications relevant to the delivery of human services programs with a focus on client wellbeing; e.g. social work, community development, community services, health promotion etc. KEY SELECTION CRITERIA Essential: Demonstrated experience working in one of the following areas: homelessness, mental health, disability, drug and alcohol, etc. Document Number: HRE-FOR-005 Version: 1 Page No. 5 of 6

6 Proven ability to work effectively with clients from diverse backgrounds and deliver a client centred and responsive service. Demonstrated commitment to feminist practice and frameworks. Proven ability in client service delivery including the capacity to effectively respond to challenging behaviours and crisis situations. Evidence of ability to work cooperatively and collaboratively in a small team based environment. Strong interpersonal skills along with a high standard of verbal and written communication. A commitment to ongoing professional development. Proficient in the use of the internet, Gmail, Windows and Microsoft Word. Strong alignment with the values of Sacred Heart Mission Desirable: Evidence of understanding of case management theory and practice. Evidence of capacity to be self-motivated and to work independently. Ability to articulate potential Trauma Informed Care implications for practice. APPROVED BY MANAGER.. ACCEPTED BY STAFF MEMBER.. DATE POSITION DESCRIPTION SHOULD BE REVIEWED ANNUALLY OR WHEN POSITION CHANGES Document Number: HRE-FOR-005 Version: 1 Page No. 6 of 6