1 General. Job Description Project Worker Kinship Care and Looked After at Home Project Conflict Resolution Services Funded by BBC Children in Need

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1 Job Description Project Worker Kinship Care and Looked After at Home Project Conflict Resolution Services Funded by BBC Children in Need For almost 50 years, Cyrenians (a Scottish Charitable Incorporated Organisation (SCIO), registered charity number SC011052) has served those on the edge; working with the homeless and vulnerable to transform their lives by beginning with their story, helping them believe that they can change their lives, and walking with them as they lead their own transformation. Our Vision is an inclusive society in which we all have the opportunities to live valued and fulfilled lives. We work to make that vision a reality by our Mission to support people excluded from family, home, work or community on their life journey. Cyrenians has around 120 employees and twice as many regular volunteers spread across three service groups: Early Intervention, Progression and Social Enterprise. Cyrenians is currently based across four local authority areas; Edinburgh, West Lothian, East Lothian and Falkirk. Our head office is based in Edinburgh, with smaller offices in the other areas. Our Scottish Centre for Conflict Resolution is based in Edinburgh and is a national initiative working across Scotland. 1 General Cyrenians Conflict Resolution Services provide Mediation and Support in Edinburgh, East Lothian and West Lothian for families and young people, and landlords and tenants. Through a combination of formal mediation, focused one-to-one work, advice and signposting we aim to prevent relationship breakdown that may lead to homelessness. We also deliver tailored Conflict Resolution Workshops in line with Curriculum for Excellence to young people in schools and youth group settings. We work with those involved so that when arguments and conflict occur, people have the skills and confidence to manage them assertively and make positive steps forward. Our Kinship Care and Looked After at Home Project works with young people (14-16) and their families where conflict and relationship difficulties are; decreasing the young person s life chances, adding to the risk of the young person becoming accommodated or where placements are at risk of breaking down. The project follows a similar model to the other conflict resolution May 2017

2 services but with a higher intensity support required for the families. The outcomes we are working towards include; improving relationships, increasing confidence in communication and reduction in conflict / arguments at home. 2 Tasks and Responsibilities Offer person centred support to young people and their families who are experiencing conflict in line with CRS procedures. You will work mainly on the Kinship Care and Looked After at Home Project but there will be requirement to work across other conflict resolution services in Edinburgh if required. Identify support needs for the clients through referral process and initial meetings Provide 1:1 sessions, signposting and support for the mediation process Review support needs on a monthly basis with clients to ensure that the support is tailored to their needs Liaise with the mediator to ensure that young people and their families are adequately prepared for their mediation meeting and that they are all fully supported before, during and after their mediation meeting. Reporting, Monitoring and Evaluation Monitor clients, case load and outcomes in line with Conflict Resolution KPI s and service plans Ensure all client paperwork is completed and passed to admin in accordance with guidelines, to ensure that all information for reporting is accurate. Update Outcome Star on a monthly basis, to include any new clients and update support plans. Participate in a 6-weekly review of the service plan project tasks in S&S to inform and monitor project activities. Raise awareness of the Mediation Service across social work teams and other relevant agencies across the City of Edinburgh Using the evidence gained through monitoring and evaluation demonstrate the difference we are making to interested stakeholders Write reports and case studies as required by the Service Manager Participate and assist with a range of promotional events, learning seminars and conferences as per the requirements of the service. Other Duties To carry out all duties in accordance with Edinburgh Cyrenians policies and procedures, vision and values. Engagement in the Charity s performance review system and planning process to continuously improve professional and personal development May 2017

3 To undertake any other duties that may reasonably be expected to fulfill the role 3 Person Specification Knowledge and experience Experience of working with families and young people particularly those who have multiple and complex needs and experience insecure attachments in relationships as a result of trauma in their early years. Experience of working with young people who are Looked After or Accommodated or if you are an expert through lived experience. Good understanding of the causes and consequences of the impact of homelessness. Experience of maintaining monitoring and evaluation systems Training and Qualifications Relevant qualification in conflict resolution; anger management; key work model; family support; mediation. Desirable Values and attributes Conscientious and hard working Committed to learning and developing new knowledge and skills Positive thinker and creative problem solver Able to respond quickly to emerging situations Patient and respectful of all people, whatever their background or presenting behaviour Able to cope with stress and be supportive of colleagues Interest in and commitment to vulnerable young people and their families Ability to work autonomously within Charity s systems and ethos 4 Terms & Conditions Employer: Accountability: Line Manager: Liaison with: Cyrenians Cyrenians Board of Trustees (via the Chief Executive of Cyrenians) Senior Personal Advisor, Conflict Resolution Services Conflict Resolution Teams May 2017

4 Workplace: Working Hours: Annual Leave Salary: Pension: Edinburgh 26.5 hours per week 25 days plus 10 public holidays (pro rata) SCP 20-24: 20,291-22,689 per annum pro rata. This equates to a pro rata salary of 14,532 for a 26.5 hour week at SCP20. Auto-enrolment into Qualifying Workplace Pension Scheme (QWPS) which is a Group Stakeholder Pension Scheme current contributions being 1% employee and 1% employer. Option of enhanced Employer contributions to the same QWPS of 6% initially, rising to 9% after 2 years and 12% after 5 years (subject to employee contributions of 6%) Funding: Initially funded to 30 June 2018 Disclosure: PVG scheme membership required 6 Application deadline and Interview dates Closing date: Monday 5 th June 2017 at 12 noon Interview date: Thursday 15 th June 2017 Stage 2 date: Wednesday 21 st June 2017 Please refer to the Recruitment Information leaflet for further information on completing and submitting your application form. May 2017

5 Recruitment information for applicants 1. What it is like to work for Cyrenians 2. General terms and conditions 3. Completing and submitting the application form 1 What it is like to work for Cyrenians Induction Probationary period Support and Supervision Individual Work Plan Training opportunities Communication Cyrenians has a positive culture, which shines through in recruitment and is strongly reinforced during induction. Cyrenians is committed to finding the best people to join our staff team. We hope that during the recruitment process experience, you will agree with the comment above which, like the rest of the quotes in this document, was made by a staff member during our annual staff survey. Cyrenians is a good and fair employer. Induction: Your first two weeks will include orientation into the organisation. You will be shown the health and safety procedures for your office; meet your colleagues; get to know more about all the different services we provide; have time to make yourself familiar with our systems; find out about the history of the organisation and so on. Visits to the various Cyrenians offices and sites are encouraged during this period. The Induction period is the same length as the Probationary period and activities relating to induction will be included in your Individual Work Plan. Probationary period: This period is the first six months of employment and is used to assess your performance in your new job and help you settle into working for Cyrenians. An Individual Work Plan will be agreed within your first two weeks, setting out activities and targets during your Probationary period and will be reviewed regularly in Support and Supervision meetings. Cyrenians is a super place to work. You have support, job satisfaction and similarly-minded colleagues

6 Support and Supervision: Every staff member meets their line manager for regular Support and Supervision meetings. During the first six months these happen at least every two weeks, changing to every 6 weeks once the probationary period has been successfully completed. These meetings enable you to review targets, report on progress and discuss any issues that arise. Individual Work plans provide the structure for these meetings. Individual Work Plan: This document sets out your work objectives. It is used to identify tasks, activities, targets and deadlines which will help you be efficient in your role. Individual Work Plans are reviewed at the end of the probationary period and then annually (every April) as part of our planning process. As well as performance, the work plan will help identify any training needs you may have. I love working with my client group and feel that they are the reason I come to work everyday. Training: Cyrenians is committed to developing staff in their roles; ensuring that we provide the best quality services to our customers, and make our staff feel valued. We deliver tailored In-House training where possible, this currently includes: Key Worker Practice Training (see below) Volunteer Recruitment and Management Workshop (for all staff who will recruit and/or manage volunteers) Recruitment Training Workshop (for all staff involved in the recruitment of other staff members) Cyrenians is much more than just a job to me. I am proud to be part of such a great organisation and look forward to 'growing' with the organisation. Key Worker Practice Training Cyrenians Key Worker model is at the heart of what we do. It is how we put our mission and values into action where it counts. Although it will vary in parts from service to service, the general approach provides guiding principles for the delivery of all Cyrenians activity. The Cyrenians way of working means: our attitude We treat people with the respect of equals and don t reject people for the labels they wear. We respond to the whole person rather than just the evident or presenting problem. our style We work with people, rather than at them or for them; preferring where possible to work at the shoulder rather than from the other side of a desk. We are always looking to empower and enable i.e. we help people to help themselves.

7 our practice We are skilled and knowledgeable, person-centred, flexible, tolerant and understanding. We are tenacious in the offer of help and, if we are not able to provide what is needed, we will guide people to those who can. I think the key worker practice model has been hugely influential to my practice and to that of my colleagues. Communication: With seven sites across Edinburgh, West Lothian and Falkirk, communication within the organisation is an important part of bringing us together. We do this in several ways, including: Staff forums (three times per year) Where all staff have the opportunity to get together for a networking lunch followed by an afternoon looking at a variety of topics relevant to our work. Weekly Updates: An bulletin that all staff are encouraged to contribute to. The aim is to share information about services, events and other activities. Staff Survey: An annual opportunity for staff to tell us how well we are doing and where we might need to improve. I like the way the management engage with staff to get their opinions. Staff Survey 2015: 86% of staff have a high level of satisfaction in and enthusiasm for their role. 90% would recommend Cyrenians as a good place to work. Cyrenians has given me the opportunity to develop as a person and increase my skill set. 2 General information about conditions of employment with us Hours and leave: For full time posts the normal hours of work will total 37 hours per week. The annual leave entitlement for full time staff is 25 days plus 10 public holidays. Annual leave for part time staff is based on the full time entitlement, calculated on a pro-rata basis according to the number of hours worked and is expressed in hours rather than days. The holiday entitlement will include an allowance for Public Holidays. This ensures that all holiday entitlement is apportioned to the number of hours you work per week and not according to the days of the week you work. Full details of the working of this scheme will be explained on appointment. Cyrenians operates a Flexible Working Hours policy and a Time Off in Lieu policy. All new employees will be required to successfully complete a 6 month probationary period.

8 Salaries and Pensions: Posts are generally offered with a starting salary at the lower end of the advertised salary scale. Salaries are usually paid by bank credit transfer on the last working day of each month. We have a Group Stakeholders Pension scheme. Details are included in the Job Description. 3 Completing and submitting the application form Please note, we do not accept CVs unless stated in the advert. Filling in the form: Please complete all sections of the application form. Candidates will be considered for short listing based on the factual information on their application form. Therefore it is important to give as much information as possible including information about experience gained outside employment and any other factors you would like taken into account. Please use the Personal Specification in the job description when constructing your Supporting Statement. Please complete our criminal convictions information form. We will consider any information disclosed on this form separately once short listing has been completed. If you would like more information on how we handle criminal convictions information and disclosures, we are happy to make relevant policies available. Submitting the form: By We will accept completed application forms by . These should be ed to recruitment@cyrenians.scot We will ask those who are short listed to sign the form at interview. Please note: We will always acknowledge receipt of ed application forms. If you do not receive an confirming receipt this please contact us on the closing date. By post: Please send your completed forms to: Recruitment, Cyrenians, Norton Park, 57 Albion Road, Edinburgh, EH7 5QY. Please allow sufficient time for postage as we will not consider applications received after the closing date. Please also ensure you use the correct postage rate (e.g. an A4 envelope should always be sent using large letter postage rates).

9 What happens next? Short listing and interviews: We will always let you know the outcome of your application. Candidates not shortlisted for interview will be informed by within 10 days of the closing date. We regret that we are unable to provide feedback to unsuccessful candidates at this stage. We will invite shortlisted candidates to attend a first stage interview on the date specified in the job advert. Candidates will be allocated an interview slot and will be notified by . If you cannot attend on the date specified we will try and accommodate you on a different date, however we cannot guarantee that this will be possible. Interviews will include competency based questions and sometimes a task, details of anything you need to prepare in advance will be included in your invitation to interview letter. Successful candidates from the first stage interview will be invited back for a second interview. PVG PVG membership is required for the majority of our jobs, this will be confirmed on the job description. If you are invited to the second stage interview you will be asked to complete a PVG form and bring in appropriate ID (i.e. passport, drivers licence, recent bank statement, utility bill etc.). We will only submit the form of the successful candidate. We may also ask you to bring certificates to confirm your qualifications. Equal Opportunities: Cyrenians is committed to a policy of equality of opportunity in employment and in recruitment. We monitor equal opportunities in our annual Human Resources review. Applications are considered on the basis of their suitability for the post regardless of sex, race, ethnic origin, disability, age, marital status, domestic responsibilities, sexual orientation or religious affiliation. All Equal Opportunities forms are removed from applications prior to short listing. Decision Making: Decisions are made on the basis of application forms, interview stages and references; therefore references will be sought prior to a formal offer of employment being made. Any other questions? Please call us on or recruitment@cyrenians.scot