Peter Little - Chief Executive Officer. Why work for Outward? Thank you for your interest in working for Outward.

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1 Why work for Outward? Thank you for your interest in working for Outward. Outward is a progressive organisation, committed to involving service users in the ways in which we work. If we ask you to attend an interview, don t be surprised if you also have a service user interview they like to be involved in choosing staff. Outward provides support, care and housing management services across 10 boroughs in North, South and East London to over 1000 adults at risk. We do this through residential services, supported living and outreach services. Our client groups are extremely diverse. We support Young Adults, Older People, People with Learning Disabilities, People with Autism Spectrum Disorders and Care Leavers. All of our services are geared to meet the needs of the individuals they support - no two services are exactly the same because no two service users are exactly the same! We are proud of the reputation we have as an organisation that is service user led and we work hard to maintain this. Our values are key to the way Outward operates as an organisation and are fundamental to our success. Our values are to engage, enable and empower adults at risk to live with greater independence. We do this by staying flexible so that we are able to arrange and deliver services that meet the service user s specific needs. We care about the well being of our service users and the quality of their lives and we are creative in what we do and how we do it but at the same time protecting our service users from risk. Equally we are committed to ensuring that our values extend to how we treat our staff. We do this by involving and engaging our staff and continuously work hard to find ways of making sure they are listened to, consulted and involved as the organisation grows and develops. We have a well established staff consultancy committee, carry out surveys involving all of Outward s staff, and have monthly Newsletters where updates and achievements from specific services can be shared across the organisation. At Outward we aim to support our staff to improve their knowledge and skills to enable them do their job to the best of their ability and continue their professional development. We offer a comprehensive training programme and on-going on-the-job learning opportunities using a wide range of learning methods. This includes formal training, e-learning, coaching and mentoring and learning through experience and shadowing. We believe that by helping our staff grow their skills we can provide our service users with the best quality housing, support and care services. We have a dedicated Learning and Development Team that manages all our training activities and plans. If you want to develop, we re right behind you! If you are interested in finding out more about Outward why not take a look at our website at I hope you have found this information useful and look forward to receiving your completed application. Peter Little - Chief Executive Officer

2 Outward in Numbers 1,000 Service Users 500 Staff 60 Part Time Volunteers 10 Full Time Volunteers Across 10 London Boroughs Outward by Location London Borough of Tower Hamlets Outreach & Supported Living services - Mental Health London Borough of Hackney Supported Housing services Hackney Young People Service, ASD Floating Support Service - Older people London Borough of Waltham Forest Supported Living Services - People with Autism Spectrum Conditions London Borough of Redbridge - Floating support services - Older people London Borough of Camden - Outreach & SLS services - people with ASD London Borough of Islington - Supported Living Services Learning Disabilities London Borough of Enfield - Supported Living Services Learning Disabilities London Borough of Newham - Outreach Services - Learning Disabilities London Borough of Bromley Young People

3 Benefits at Outward In order to attract and retain the best people and demonstrate our employee commitment, Outward offers employees a competitive benefits package including: Comprehensive learning and development opportunities Pension scheme (contributory pension available for fixed hours employees only) Annual appraisal Fully subsidised enhanced DBS check Employee Assistance Programme (EAP) Eye care vouchers Compassionate leave Death in Service Benefit Childcare Vouchers Tax free mileage allowances for journeys within work - Car user allowance Tax free mileage allowances for journeys within work - Cycle user allowance Tax free mileage allowances for journeys within work Motorcycle user allowance Annual leave purchase scheme* Annual holiday entitlement (starting at 25 days for full timers)* Salary Advance request for annual travel ticket* Maternity pay* Paternity pay* Sick pay* Holiday Pay** Fixed Hours employees only* Zero Hours employees only** NB: some of our terms and conditions are currently under review. Accreditations

4 Diversity & Recruitment of Ex-Offenders Statements Outward s Diversity Statement Outward consistently and positively celebrates difference. We affirm the importance of equal opportunities because we: Believe each person should be treated uniquely as an individual and with respect Are committed to giving people equality of opportunity and treating all people equally and fairly Welcome all people who are committed to our approach to diversity into our organisation Acknowledge our legal and performance obligations Understand that effective equal opportunities policies are a key to the achievement of a quality organisation Acknowledge that in society certain groups and individuals are unfairly discriminated against, and we acknowledge the damaging impact that has Outward is therefore committed to a positive policy of equal opportunities and diversity. We will uphold our belief in a society in which every person has a fair and equal place, by: Seeking to ensure that there is a total equality in all of the functions of the organisation and in the delivery of its services. Integrating equality of opportunity into all of our activities Actively opposing discrimination and prejudice in all forms. Recruiting, training and promoting on the basis of ability. Ensuring that all members of the community will have access to and equal treatment in the provision of our services Employing people who will actively follow our ways of working Recruitment of Ex-Offenders Statement As an organisation using the Disclosure Barring Service (DBS) checking service assess applicants suitability for positions of trust, Outward complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed. Outward is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background. Job adverts will contain a statement that a DBS check will be requested in the event of the individual being offered the position We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.

5 Where a DBS check is to form part of the recruitment process, we encourage all applicants to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within Outward and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process. We ensure that all those in Outward who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment. We will make every subject of a DBS check aware of the existence of the DBS Code of Practice and make a copy available on request. We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment. Having a criminal conviction does not automatically bar an individual from working for Outward, and each person s own situation will be considered before a final decision is made by the Director of HR and Business Support. This will depend on the nature of the position and the circumstances and background of your offences.

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