Position Description

Transcription

1 Position Description Position Details Title Reports to Location Authorised by Te Pou Takawaenga - Child Health Social Worker Locality Lead Starship Community Operations Manager, Starship Community Date November 2018 Primary Function To provide social work primarily to Māori Tamariki, rangatahi and their whānau, using Māori models where appropriate, in collaboration with multidisciplinary teams. Services to be provided at home and in other residential and community settings. To provide Māori tikanga/cultural guidance and support to team members to improve the accessibility, acceptability and responsiveness of services working with Māori Tamariki, rangatahi and their whānau. Key Accountabilities Key Result Area Expected Outcomes/Performance Indicators Clinical Practice Provision of an effective social work service to tamariki, rangatahi and their whānau, incorporating Māori models of health and Māori paradigms when appropriate. Undertake a clinical caseload as agreed with the Team Leader and Social Work Practice Supervisor Effective participation in multidisciplinary assessment and case management Clients/family/whānau assisted to identify their needs and goals Demonstrated effective clinical reasoning Maintenance of clinical documentation to organisational

2 and professional body standards Demonstrated ability to work effectively within a clinical team Meeting clinical competencies specific to service needs, position and profession Cultural Responsiveness Demonstration in practice of the principles of the Treaty of Waitangi Partnership, Participation, Protection Demonstration of culturally safe practice that encompasses a diverse range of beliefs, values and practices Clinical Governance Demonstration of evidence based practice Understanding and working within the Auckland DHB Quality Framework Adherence to professional standards of practice and code of ethics Participation and contribution to quality initiatives including clinical audit and research Contribution to service development activities Ensuring relevant resources are used effectively and be fiscally responsible Continual Professional Development Fulfilling own responsibilities within Auckland DHB s performance review process Contributing to the development of Auckland DHB s workforce Contributing to relevant student programmes Demonstrating leadership appropriate to expected level of practice Adhering to the supervision process as outlined by the Auckland DHB Allied Health Supervision Policy, specific to the service needs, position and profession Matters Which Must Be Referred To Locality Lead Health and safety Occurrences Clinical Risk Events Any other matter that may affect the reputation of the profession, service/s or Auckland District Health Board Relationships External Child Youth and Family and other relevant Government Departments Child and Family Health and Social Service Agencies and Community Groups Iwi and Urban Māori health and social service agencies Strengthening Families Co-ordinator Other professional colleagues across the region and

3 nationally and internationally as appropriate Relevant training institutions Professional Associations Internal Family/Whānau Team Leaders Social Work Practice Supervisor Service Clinical Director and Operational Manager Multidisciplinary members of Early Childhood Health, Child & Youth Health and Child Development Teams All Community Child Health & Disability Service personnel Professional Leader Social Work and Allied Health Director - Women and Children s Health He Kamaka Oranga Māori Health Management Social Workers in Women s and Children s Health Services All Auckland District Health Board personnel Committees/Groups Social Work Professional Meetings Te Roopu Whakamaru Any other relevant committees/groups Person Specification Education & Qualifications Essential Social Work Qualification recognised by the Social Work Registration Board Current New Zealand driving licence Desired Postgraduate study Professional Current NZ Social Work Registration Experience/Knowledge Child and family social work experience including child protection Demonstrated knowledge of whānau ora practice Demonstrated ability to develop strong networks with iwi and urban Māori health and social service agencies Personal Characteristics Tamariki/whānau focus Proven interpersonal skills High degree of communication and interaction skills at all levels Ability to work collaboratively Advocacy skills

4 Critical Competencies Competency Description Social work knowledge and skills Demonstrates high level of social work practice by using a range of comprehensive assessments, developing, implementing and reviewing action plans for client care. Utilises a range of interventions as appropriate including Māori models of practice. Tikanga Māori Demonstrates knowledge and understanding of Tikanga Māori. Minimum of basic level of fluency in Te Reo Māori Demonstrates skills in working with organisational strategies to improve accessibility, acceptability and responsiveness of services for Māori. Ability to provide tikanga/cultural guidance and support for health professionals within the service. Teamwork Collaborates with team members and other work groups to achieve common objectives. Provides assessment and case management within a multidisciplinary framework. Works collaboratively with other agencies and services. Self-Management Practises autonomously and safely, demonstrating an understanding of personal and professional boundaries. Utilises reflective processes (supervision, peer review, self audit) to improve practice. Manages own workload and prioritises effectively. Displays initiative, resilience and the ability to overcome obstacles. Seeks appropriate support. Communication Interpersonal Skills Utilises active listening skills. Expresses information effectively, both orally and in writing. Adjusts language and style to the recipients and considers their frame of reference. Communicates effectively with people of other cultures. Adapts to work effectively within a variety of situations and with various individuals or groups. Learning and Development Sets and maintains high personal and professional standards. Strives to build knowledge and skills, acknowledges and learns from mistakes and improves outcomes. Identifies areas for personal and professional development and actively seeks appropriate training and education. Quality Orientation Monitors quality and devises systems to support continuous improvement. Basic Computer Skills Ability to use a personal computer with standard software applications for basic operations such as file management, word processing, , diary management.

5 Working for Auckland DHB Expectations of Employees Citizenship All employees are expected to contribute to the innovation and improvement of Auckland District Health Board as an organisation. This means: Using resources responsibly Modelling Auckland DHB values in all interactions Maintaining standards of ethical behaviour and practice Meeting Auckland DHB s performance standards Participating in organisation development and performance improvement initiatives Helping to develop and maintain Māori capability in Auckland DHB, including developing our understanding of the Treaty of Waitangi and ways in which it applies in our work Raising and addressing issues of concern promptly The Employer and Employee Relationship We have a shared responsibility for maintaining good employer/employee relationships. This means: Acting to ensure a safe and healthy working environment at all times Focusing our best efforts on achieving Auckland DHB s objectives A performance agreement will be reached between the employee and their direct manager and/or professional leader containing specific expectations. Consumer/Customer/Stakeholder Commitment All employees are responsible for striving to continuously improve service quality and performance. This means: Taking the initiative to meet the needs of the consumer/customer/stakeholder Addressing our obligations under the Treaty of Waitangi Involving the consumer/customer/stakeholder in defining expectations around the nature of the services to be delivered and the timeframe Keeping the consumer/stakeholder informed of progress Following through on actions and queries Following up with the consumer/customer/stakeholder on their satisfaction with the services Professional Development As the business of Auckland DHB develops, the responsibilities and functions of positions may change. All staff are expected to contribute and adapt to change by: Undertaking professional development Applying skills to a number of long and short term projects across different parts of the organisation Undertaking such development opportunities as Auckland DHB may reasonably require