Youth Mentoring Project Co-ordinator Job Pack

Transcription

1 Youth Mentoring Project Co-ordinator Job Pack

2 This pack contains JOB DESCRIPTION APPLICATION FORM EQUAL OPPORTUNITIES POLICY GUIDANCE NOTES FOR COMPLETING THE APPLICATION FORM RECRUITMENT OF EX-OFFENDERS POLICY

3 JOB DESCRIPTION JOB TITLE: Youth Mentoring Project Co-ordinator (Brent) CONTRACT: 1 July March 2015 HOURS: 3 days a week (21 hours) Salary 16,393 per annum ( 27,323 fte) Job purpose To source referrals for mental health service users aged living in the borough of Brent and support them to create personal development plans aimed at improving their access to social, educational and vocational opportunities. In conjunction with the Project Manager, recruit and train volunteers to become mentors and/or creative workshops facilitators, match them with the most suitable service user, and manage the progress of the mentoring couple and of individual service users on the programme but not on the mentoring scheme. To recruit and match volunteers (peer mentors and workshops facilitators) to support young people with mental health problems in the Borough on a or group basis to reach their full potential. To organise and run creative group activities for young people with mental health problems and organise and run bi-annual project exhibition events. This position will direct the project and recruit and support both mental health service users and volunteers. The Creative Minds Youth Mentoring project will be run by Brent Active Citizens (BAC); this post will be employed by HFVC and supported by BAC staff. Key Tasks 1. Co-ordination, Administration & Public Relations To be responsible for the recruitment and management of volunteers (peer mentors and workshops facilitators) with the support of BAC staff. To be responsible for the recruitment and management of mental health users, establishing and maintaining all administrative systems necessary for the effective and efficient functioning of the Project. To work with mental health organisations in Brent for referrals onto the programme, and to establish and maintain a database of information on new referrals, service users and volunteers. To assist in developing and maintaining a range of publicity and promotional materials. With the support of the BAC Creative Minds Manager, undertake ongoing outreach work and networking to develop links with young people in the Borough, local youth groups, strategic bodies, local regeneration initiatives and businesses. To assist in the preparation and presentation of reports and statistics to those requiring them including the HFVC Board of Trustees and Brent Council, as and when required. 1.7 To deal effectively with all incoming and outgoing correspondence and establish and maintain

4 an effective filing system Together with the BAC Creative Minds Manager, organise and run quarterly partnership meetings to discuss project progress and address issues of concern. Set up a Young People s Panel and ensure meetings are held on a monthly basis. To undertake health & safety checks and risk assessment for mental health users. Together with the BAC Creative Minds Manager to continuously monitor performance in relation to contracted targets and to evaluate the project Mentee Support To be the first point of contact for all mental health professional and mentee enquiries relating to the Project. To actively source referrals from mental health services within the borough including CMHTs, GPs, CPNs, Psychiatrists, Social Workers and Support Workers. To carry out assessments with prospective service users and support them to complete Personal Development Plans. Together with the BAC Creative Minds Manager match service users (mentees) with the most suitable mentor based on interests, experiences and expertise. To manage the matched couple, co-ordinate support sessions and be the point of contact between the pair. To provide service users with weekly phone support. To monitor support through use of the Recovery Star Model. 3 Mentors Support Together with the BAC Creative Minds Manager to promote volunteering amongst young people and assist with the organisation and delivery of presentations aimed at recruiting new volunteers. To interview and assess prospective peer mentors and support them to complete Action Plans. To match service users with the most suitable mentors based on interests, experiences and expertise. To provide ongoing one-to-one support to peer mentors and to monitor their progress via regular telephone and face to face contact, group meetings, etc. To deliver training in Mental Health Awareness and Mentoring Support Sessions to young volunteers wishing to join the Programme as peer mentors or workshops facilitators; To deliver training sessions to volunteers on Volunteers and the Law, Health & Safety, Risk Assessment, Equal Opportunities and Diversity. To organise and facilitate peer mentors monthly group meetings. 3.6 Carry out exit interviews with volunteer peer mentors. 2

5 Process CRB forms for all volunteers wishing to become peer mentors, and to administer all volunteers expenses. To provide volunteers with monthly de-briefing sessions. To support the volunteers to find suitable social, educational and vocational opportunities for mentees to attend within the borough. 4 Practitioners Training To provide training and capacity building services to volunteer-involving organisations to increase the quality and responsiveness of their services to meet the needs of young people in the borough. To provide local voluntary and community organisations with training in Mental Health Awareness and Risk Assessment and Management to develop a better understanding and knowledge of mental health issues affecting young people. To promote the project to local agencies, youth clubs and community groups and to provide advice and support on good practice to these agencies/groups wishing to involve young people with MHPs Activities & Events To plan, organise and run weekly creative group workshops for young people with mental health problems. Together with the Brent Creative Minds Manager, plan, organise and run bi-annual exhibition events. Recruit young volunteers with knowledge and experience in film editing, photography, music production etc to facilitate and support the creative group sessions and to provide support for the organisation and running of the exhibition events. Liaise with relevant suppliers, caterers and venues for the exhibition events. General At all times to work within the BAC and HFVC policies including Equal Opportunities, Health & Safety, SOVA, Risk assessments, Data Protection Act, and Confidentiality. To participate in team and staff meetings, office cover rotas, answering phones and providing general information to the public. 6.3 To work outside of normal office hours. Some evening and weekends will be required for which Time Off in Lieu will be given. 6.4 Any other duties as requested by the line-manager consistent with the above. 3

6 PERSON SPECIFICATION ESSENTIAL - At least two years' proven experience in managing mental health projects. - At least two years experience of supporting mental health service users - Experience of working with people from diverse communities, e.g. hard to reach people, unemployed, refugees and asylum seekers, people with disabilities and mental health problems. - Demonstrable effective large caseload management in relation to working with clients with mental health problems - Good communications skills including good people management skills, presentation skills and ability to deal comfortably with young people. - Excellent writing skills with the ability to generate promotional materials, publications and write press releases. - Proven experience in achieving contracted targets, managing own workload and meeting deadlines under pressure. - Good team player able to work as part of a team as well as the ability to use your own initiative. - Experience of mentoring and peer support. - Experience of monitoring and evaluating projects, providing statistical data as required. - Excellent IT skills (word, publisher, design). - Experience of delivering training, presentations and workshops. - Ability to work flexibly. - Experience of working to budget. - Ability to address barriers to participation and community needs. 4

7 HAMMERSMITH AND FULHAM VOLUNTEER CENTRE 148 King Street, Hammersmith, London W6 OQU Tel Direct: Fax: website: APPLICATION FORM Please complete all sections of this form carefully, including the Equal Opportunities Monitoring Form, in typescript or black pen. The information you provide on the application form is the only material used in deciding if you should be interviewed. HFVC is an equal opportunities employer. CVs will not be accepted. Please do not send references or copies of qualifications. All posts are subject to Criminal Records Bureau checks and proof of evidence that you can work in this country Post applied for: Youth Mentoring Project Co-ordinator Ref:YMPC 1: PERSONAL DETAILS Surname:.. Forename:.... (Mr/Mrs/Miss/Ms) Present Address: Telephone: (Home).... (work) . Do you hold a full current driving licence? Yes / No Do you have your own car? Yes / No

8 2. CURRENT/MOST RECENT EMPLOYER Name and address of employer Position held... Date of employment.. Brief description of your duties and responsibilities..... Notice required Current Salary.. 2

9 3. EMPLOYMENT HISTORY Please list your work experience since leaving full time education, starting with the post you held before your present employment. Please continue on a separate sheet if necessary. From To Employers Name and Address Job title Duties and Responsibilities Reason for leaving Are there any restrictions on your working in this country? Yes/ No (If you are shortlisted you will be asked to bring proof with you to the interview) 3

10 5. EDUCATION AND QUALIFICATIONS Please give details of your education and the qualifications obtained. Include details of any qualifications for which you are now studying. Name of school, college university etc. Name of course Dates attended and completed Qualifications and levels achieved 6. TRAINING Please give details of any training you have had, which is relevant to the job for which you are applying. Include any on-the-job training as well as formal training courses. There is no need to mention any courses you have listed in the section above. Dates (approx.) Duration of Course Title of training programme/course and brief description 4

11 7. OTHER RELEVANT EXPERIENCE Please give details of any other experience you consider relevant to this application, e.g. voluntary or unpaid work, community work or experience/skills acquired outside of employment. You will find it helpful to look at the Person Specification and relate your experience to the skills, abilities and knowledge required. Dates (approx.) Type of experience 8. INTERESTS AND OTHER WORK Please list any interests you may have and provide details of any public duties currently undertaken or anticipated (e.g. JP, Local councillor). Please give details of any other part time consultancy work or commitments. 5

12 9. PERSONAL STATEMENT ABILITIES, SKILLS, KNOWLEDGE AND EXPERIENCE Use this section to show how you meet all of the short listing criteria for the job as set out in the enclosed person specification, drawing on all aspects of your education and experience, including paid employment and unpaid work (continue on separate sheet as required but please use A4 paper, single sided and include no more than 2 sheets). 6

13 10: REFERENCES Please give details of two referees of whom confidential enquiries may be made. One referee must from your current employer (or most recent employer) or your current educational establishment. References are normally taken up following interview. Name of referee: Name of referee: Capacity in which known to you: Capacity in which known to you: Position: Position: Organisation: Organisation: Address: Address: Telephone: Telephone: 11: REHABILITATION OF OFFENDERS Please give details of any convictions for criminal offence including any 'spent' convictions under the Rehabilitation of Offenders Act All convictions, however old, must be declared. Failure to disclose previous convictions could result in the termination of your contract. This information will be dealt with confidentially and will not be used to discriminate against you unfairly. 7

14 12: DECLARATION I certify that, the best of my knowledge, the information I have provided on this form is true and accurate. I understand that if the information I have supplied is false or misleading in any way, this may disqualify me from appointment or, if employed, may render me liable to dismissal without notice. Signed. Date:. 8

15 EQUAL OPPORTUNITIES IN EMPLOYMENT MONITORING OF JOB APPLICANTS Hammersmith and Fulham Volunteer Centre is committed to ensuring that no job applicant or employee receives less favourable treatment than others on grounds of ethnic origin, colour, sex, martial status, disability or sexual orientation or is disadvantaged by any conditions or requirements which cannot be shown to be justifiable. In order to help the Agency to ensure that its Policy is being carried out would you please complete all parts of this page. This information is confidential and used solely for monitoring purposes. It is separated from the application form before consideration of candidates takes place. Name: Job Reference: Job Title: Publication seen in: Please describe your ethnic origin (not your nationality or place of birth) I would describe my self as: Black - Caribbean Black - African Black - Other (Please describe) Bangladeshi Indian Chinese Other Asian Irish White Any Other Ethnic group (Please describe) Pakistani Age

16 Sex: Female Male Do you Consider that you have disability? Registered disabled Unregistered disabled Reg. No. Not Disabled Signed:. 10

17 Equal Opportunities Policy Hammersmith & Fulham Volunteer Centre (the VC) aims to be an equal opportunity employer, and has a policy for this purpose. This also applies to our work with volunteers and partner organisations. This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment. To ensure that this policy is operating effectively (and for no other purpose) the VC maintains records of employees' and volunteers' racial origins, gender, disability and age. Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity. The VC s long term aim is that the composition of our workforce should reflect that of the community. Timetabled targets will be set for groups in the community that are identified as being underrepresented in the workforce. Where necessary, special steps (as permitted by the relevant Acts of Parliament) will be taken to help disadvantaged and/or underrepresented groups to compete for jobs on a genuine basis of equality. The VC s Equal Opportunities Policy, and the measures to implement it, have been devised on the basis of advice from the relevant bodies as well as in consultation with appropriate union and/or employee representatives. The Director of the VC is responsible for the effective operation of the VC s Equal Opportunities Policy. Extract of policy

18 Guidance Notes for Completing the Application Form Please read this carefully before completing the application form Most of the application form is fairly simple, asking for basic factual information. The Supporting Statement section is different as it asks you to tell us why you are applying for this job, taking into account the person specification and the job description enclosed. The information you give in answer to this question will largely determine whether or not you are given an interview, so please take the time to consider your answers. When completing this section please ensure that you: Address EVERY essential requirement in the person specification and, where applicable, the desirable criteria. Write a separate paragraph for each point in the person specification. Demonstrate, with illustrations from your personal/professional experience, that you possess the specific skills, abilities or experience required. In doing this you should consider how the requirement relates to the job description. It is insufficient to merely restate the points on the person specification. Present your information neatly, clearly and succinctly. Do NOT send a CV with your application, either as a substitute for or in addition to your application. Any CV received will be removed from your application before it is considered by the shortlisting panel.

19 RECRUITMENT OF EX-OFFENDERS POLICY Policy Statement As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants suitability for positions of trust, HFVC complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed. Equal Opportunities HFVC is committed to the fair treatment of current and potential staff, volunteers, trustees and users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background. This policy on the recruitment of ex-offenders, is made available to all disclosure applicants at the outset of the recruitment process. 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. Process of obtaining a CRB Disclosure A Disclosure is only requested after a risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, the covering letter of the application pack will contain a statement that a Disclosure will be requested in the event of the individual being offered the position. Where a Disclosure is to form part of the recruitment process, we ask applicants to disclose whether they have any conviction, or/and prosecutions pending on the application form. Details of the offence(s) should be returned with the application form, in a sealed envelope addressed to the chair of the interview panel. We guarantee that this information is only seen by those who need to see it as part of the recruitment process. Unless the nature of the position allows HFVC to ask questions about your entire criminal records we only ask about unspent convictions as defined in the Rehabilitation of Offenders Act Assessment of an Offence We ensure that all those in HFVC 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 of an applicant to fully reveal any information regarding

20 their criminal record whether relevant to the position sought or not could lead to withdrawal of an offer of employment, or dismissal if employment has already commenced. HFVC may be required to alert the Police of such situations. We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request. Within the boundaries required by the Criminal Records Bureau, we undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment. It is important to note that having a criminal record will not necessarily bar an applicant from working with us. This will depend on the nature of the position and the circumstances and background of your offences. If you have disclosed a criminal offence, we will assess the risk that the offence presents in relation to the position applied for. We will use a risk assessment form to guide the process.