Educational Psychologist (Full-time/Permanent) Educational Psychology Service The base will be determined on appointment. Candidate Information Pack

Transcription

1 HQ18/13/01 Educational Psychologist (Full-time/Permanent) Educational Psychology Service The base will be determined on appointment Candidate Information Pack

2 Background and Context The Education Authority (EA) wants every child to have an outstanding education. The EA was established under the Education Act (Northern Ireland) 2014 and became operational on 1 April It is a non-departmental public body sponsored by the Department of Education and the Department for the Economy. The EA is responsible for ensuring that high quality primary and secondary education services are available to meet the needs of children and young people, and for support for the provision of efficient and effective youth services. These services were previously delivered by five Education and Library Boards (ELBs). The organisation employs over 39,000 people across Northern Ireland in a wide variety of roles including teachers in controlled schools, school-based support staff and staff in administrative headquarters. The work we do impacts the lives of tens of thousands of children, young people and their families every day. The services we provide are essential in supporting, encouraging and facilitating learning within our communities to develop generations of young people who are equipped to succeed in life and work in the modern world. As a public sector organisation, we must continue to deliver these vital services in a challenging environment of increasing financial pressure and under intense public scrutiny.

3 HQ18/13/01 EDUCATION AUTHORITY (EA) BELFAST These posts are advertised by the Belfast office on behalf of the Education Authority. The posts may be based in any location of the Education Authority and successful applicants may be required to work across regions. POST: LOCATION: REQUIREMENTS: Educational Psychologist Educational Psychology Service The base will be determined on appointment Essential Applicants must at the closing date be qualified as educational psychologists, i.e.: (i) hold an approved Doctorate level qualification as an educational psychologist*; OR (ii) (iii) (iv) hold the award in Educational Psychology (Scotland)*; OR hold an approved Masters level qualification as an educational psychologist and hold a recognised teaching qualification and have a minimum of two years qualified teaching experience; OR hold an approved Masters level qualification as an educational psychologist and have five years experience of being employed as an educational psychologist with a recognised education authority in Great Britain or elsewhere. *Applications are welcome from trainee educational psychologists currently completing a professional qualification. If appointed the offer will be conditional on provision of qualification certificates being submitted within one month of graduation. Applicants must hold a valid driving licence and have the use of a car or access to a form of transport which will enable the post holders to meet the requirements of the post in full. A motor mileage allowance is payable in respect of authorised journeys undertaken in carrying out the duties of the post. Applicants must also be registered as an educational psychologist within the Health and Care Professions Council by 30 September Suitable applicants who are not appointed to immediate vacancies will be placed on a reserve list which will remain valid for up to one year and may be offered appointments at the discretion of the Education Authority during that period. The panel reserves the right to enhance these criteria. DUTIES: HOURS: As attached 36 per week SALARY: 37,545-46,504/ 51,411** (**includes three points under the agreement relating to Structured Professional Assessment)

4 The closing date for receipt of applications is 2PM ON THURSDAY 19 APRIL Please note EA Belfast Office will be closed on Monday 2 April 2018 and Tuesday 3 April NB Notes of guidance are attached.

5 EDUCATION AUTHORITY - BELFAST JOB DESCRIPTION POST TITLE: DEPARTMENT: BRANCH: REPORTS TO: RESPONSIBLE TO: SALARY GRADE: BASE: Educational Psychologist Children & Young People s Services Educational Psychology Service Senior Educational Psychologist Principal Educational Psychologist Main Professional Grade The post may be based in any region of the Education Authority and the successful applicant may be required to work across regions. The base will be determined on appointment. INTRODUCTION 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. This is an exciting and critical time for education and EA is committed to the raising of standards throughout all its services in line with the needs of the community, influencing Government policy and responding to challenge. The EA is working to bring about closer collaboration among its services and their more effective management and co-ordination through better strategic planning, deployment of people and focusing of resources to support the following outcomes. These include:- the raising of achievements by children and young people, high standards of teaching in the classroom and the most competent management of schools by senior staff and Governors; improved collaboration with other Education Partners, Health & Social Services Trusts and other statutory, voluntary and community organisations in meeting the needs of children and young people; greater responsiveness to the expectations and needs of parents; innovation across EA services to meet the changing educational, social and welfare needs of children and young people; and the management of professionals within services to create teams and encourage interworking.

6 JOB PURPOSE The Educational Psychology Service strives to work in partnership with parents, schools and other professionals to ensure that all children and young people develop and learn through effective education, with a particular emphasis on those who are experiencing difficulties within education. As part of the Educational Psychology Service the post holder will provide under the supervision of the Principal Educational Psychologist and a Senior Educational Psychologist a psychological service as outlined below. MAIN DUTIES AND RESPONSIBILITIES 1. Prevention and Consultation Consult with schools to establish preventative and early intervention strategies to meet the needs of children and young people; To consult with other statutory organisations regarding the efficient access to meeting the needs of children who have emergent special educational needs; 2. Assessment and Intervention Carry out developmental/psychological assessment of children who appear to have special educational needs and who have been referred to the educational service in line with the Code of Practice. Advise parents and teachers on how children s special educational needs can be best met. Contribute to the statutory assessment of children, including the provision of Psychological advice to the EA as per the Code of Practice. Contribute to the planning and implementation of intervention programmes for children with special educational needs. Assist schools in improving outcomes for children with special educational needs. 3. Management of Activities Manage a generic caseload, including prioritising workload in line with the educational psychology service guidelines. Keep appropriate records as required to assist the service s management information system. Under the supervision of a senior educational psychologist and principal educational psychologist contribute to the provision of an educational psychology service for all schools and client groups within a specified geographical area, which may vary over time; Participate in clinics and working groups as required by the Education Authority. 4. Raising Achievement and Organisational Development Work within the EA s corporate objectives and the operational objectives of the Children and Young People s services directorate. Provide service based evidence regarding effective practice; Assist in the implementation of the EA s ICT Strategy. Liaise and work co-operatively with colleagues in other sections of the EA to ensure consistent, coherent and comprehensive approaches in meeting the special educational needs of children. Liaise and work co-operatively with Health & Social Services professionals and other agencies in the interests of children with special educational needs.

7 5. Service Development Work towards achieving the targets set out in the educational psychology service development plan. Contribute to the development of the service through attendance at team, staff meetings and service development plan review meetings. Contribute to service development by participating in annual staff appraisals. Work with schools in relation to whole school based support on effective strategies and interventions. 6. Training Attend continuing professional development courses in line with British Psychological Society Regulation guidelines. Assist supervisors in the training of educational psychologists in training. Provide advice, guidance and support to EA officers, schools and parents as required. Contribute to the development and delivery of in-service training for teachers, assistants, parents and other professionals. 7. Supervisory Responsibilities Supervision of clerical staff as required. Supervision of educational psychologists in training as required. Supervision of educational psychology assistants as required. 8. Supervision Received General supervision by the principal educational psychologist and by the senior educational psychologist who will be responsible for initial induction and annual appraisal. 9. Work Complexity High level of complexity requiring a systematic and analytical approach to problem solving and the application of psychological theory in meeting the SEN of children and young people. Creative and imaginative thinking in finding solutions to complex learning and behavioural difficulties. The list of duties is not intended to be exhaustive or exclusive. The post holder may be required to undertake various duties as deemed necessary. The EA reserves the right in consultation with the post holder to update the job description to reflect the changing needs of the service.

8 HQ18/13/01 EDUCATION AUTHORITY BELFAST PERSON SPECIFICATION POST: Educational Psychologist Education Psychology Service - The base will be determined on appointment. ESSENTIAL DESIRABLE hold an approved Doctorate level qualification as an educational psychologist; OR hold the award in Educational Psychology (Scotland); OR QUALIFICATIONS/ EXPERIENCE hold an approved Masters level qualification as an educational psychologist and hold a recognised teaching qualification and have a minimum of two years qualified teaching experience; OR hold an approved Masters level qualification as an educational psychologist and have five years experience of being employed as an educational psychologist with a recognised education authority in Great Britain or elsewhere knowledge of data management systems KNOWLEDGE knowledge of appropriate ICT software packages (for example, Microsoft Word, Access, Excel, etc)

9 ability to record information accurately and produce written information in a clear and organised format ability to analyse information, and to plan and organise work, and work to deadlines SKILLS good interpersonal and communication skills when engaging with parents and professionals and working with young people ability to work independently and with initiative, under the supervision of a Senior Educational Psychologist ability to work as part of a team flexibility self-confidence PERSONAL QUALITIES empathy sensitivity enthusiasm OTHER REQUIREMENTS perseverance Applicants must hold a valid driving licence and have the use of a car or access to a form of transport which will enable the post holders to meet the requirements of the post in full. A motor mileage allowance is payable in respect of authorised journeys undertaken in carrying out the duties of the post.

10 CONTRACT OF EMPLOYMENT Belfast Office SOULBURY STAFF 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 2003 Part 2 1. Introduction 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 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

11 (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 Soulbury Salary Scale Main Grade Educational Psychologist/ Assistant Advisory Officer Soulbury Salary Scale Senior Educational Psychologist (Specialist)/ Senior Educational Psychologist (Management)/ Principal Educational Psychologist/ Advisers Minimum Entitlement After 5 years service 25 days 31 days 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. 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.

13 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. 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.

14 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 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.

15 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. 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.

16 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). 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

17 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. I Revised 1 April 2015