Creative Support Ltd Head Office Tel: 0161 236 0829 Wellington House Fax: 0161 237 5126 Stockport recruitment@creativesupport.co.uk SK1 3TS www.creativesupport.co.uk Project Manager Reference: 21251 Halton Lodge, Runcorn Closing Date: 18 May 2018 Thank you for your interest in the above post, please find the specific role requirements and duties for this post detailed within this document. When completing the application form you may submit additional documentation however we cannot accept a CV as a completed application. Please note the following: Once you have submitted or posted your application form allow 10 working days after the closing date for a response. As we do not notify applicants of an unsuccessful application, if no response has been received within this time, please accept this as confirmation that your application has been unsuccessful. Unsuccessful applicants must wait 6 months before applying for a vacancy at Creative Support. Please return the completed application form to Recruitment, Creative Support, Head Office, Wellington House, 131 Wellington Road, Stockport, SK1 3TS. Alternatively application forms completed by typing can be emailed to recruitment@creativesupport.co.uk. Due to our charitable organisational status all application forms submitted without use of the Freepost envelope must be done so using the correct postage amount. Creative Support cannot accept receipt of forms which carry a surcharge due to incorrect postage amounts. For more information or to discuss the role further please contact Don Owen at Don.owen@creativesupport.org.uk or 07875 585939 Yours faithfully Recruitment Department All employees are subject to enhanced DBS checks Page 1 of 9
JOB DESCRIPTION PROJECT MANAGER Halton Lodge, Runcorn Hours: Responsible to: Hours as required, to be worked flexibly on a rota basis to include evenings and weekends, according to the needs of the service. Full time position is a nominal 37.5 hours per week. Service Manager / Service Director and other senior colleagues Summary of Job 1. The post holder will be accountable for the development, operational management, staff management and quality assurance of our Halton Lodge service. This comprises of 66 units supporting homeless single people by providing a settled period of accommodation with support to stabilise chaotic lifestyles, develop capacity, self esteem and life skills to enable them to move onto settled accommodation in the community. 2. To ensure that the service meets its contract specifications, maintain excellent records, and ensure that positive outcomes are demonstrated, assisting hard to house people with complex problems to overcome their issues and develop the life skills to enable them to move on to sustain their own tenancy elsewhere. 3. To ensure tenants receive individualised support in relation to the Recovery Model which enables them to overcome their problems and develop the skills necessary to enable them to move onto sustainable independent living elsewhere. 4. To ensure that the service works with other relevant stakeholders with a multi disciplinary approach as a key part of the Halton Council Homelessness strategy. Key Result Areas 5. An outcome based approach to all aspects of the service to achieve the following: o Reduced instances of repeat homelessness o Improved health and well being o Improvement in financial well being o Contribution to Halton s worklessness agenda 6. Effective operational management 7. Effective voids management 8. Effective contract management to the satisfaction of the purchasers and stakeholders 9. Maintenance of a high standard of service, cultural openness and continuous improvement 10. Effective management of internal and external quality standards 11. Services which are demonstrably delivered in accordance with the values and principles of Creative Support 12. Maintenance of a high standard of staff morale, commitment and professionalism 13. Active involvement of tenants and carers 14. Positive contribution to further service development in the area. Support of Tenants 1.1 To ensure that staff develop and sustain warm and trusting relationships with tenants and that staff promote their self esteem, happiness and emotional health. Page 2 of 9
1.2 To ensure that staff encourage and support tenants in expressing their needs, views and concerns. To enable tenants to make choices and decisions and to participate as fully as possible in planning and decision making processes. 1.3 To ensure that all tenants have a holistic assessment, support plan and a move on plan from the outset of their tenancy to gain an understanding of the individuals previous housing history and the key barriers or challenges that need to be overcome for outcomes to be achieved, ensuring all tenants have short, medium and long term goals and milestones. 1.4 To ensure effective engagement with Housing Related Support providers in readiness for timely and sustainable move on. 1.5 To ensure that staff respect and promote the rights and entitlements of tenants, and to enable them to participate as fully as possible in their communities. To ensure that tenants are offered access to sources of independent advocacy and advice or the professional services of partner agencies including mental health services, drug and alcohol support etc. 1.6 To ensure that the service supports tenants in developing socially valued lifestyles building on the strengths, interests and aspirations of the tenant. To enable people to access social, leisure, work and educational opportunities and to sustain an active programme of involvement in such activities. 1.7 Promotion of an ethos of co production with tenants ensuring tenants take on key valued roles and responsibilities within the service, as well as participation and engagement in the activities available. 1.8 To promote a warm and positive approach to the friends and families of tenants. To involve families and significant others in the planning of individual support, where this is in accordance with tenant preferences. 1.9 To ensure that tenants are enabled to become as independent as possible and to grow in confidence, competence and personal effectiveness. To achieve this through the provision of practical assistance, support, teaching, advice, role modelling, encouragement and positive feedback. 1.10 To coach staff in the use of appropriate strategies and interventions, in line with the Recovery model. To act as an appropriate role model with regard to issues around authority, personal conflict and responsibility. 1.11 To ensure that tenants receive all necessary advice and regular health checks to maintain their physical and emotional well being. To promote nutrition, relaxation, exercise and a healthy lifestyle. 1.12 To observe and monitor the tenants emotional and physical well being and to inform relevant staff and agencies of any concerns or significant changes in their needs and circumstances. 1.13 To ensure that emergencies and incidents are responded to promptly and appropriately within agency policy and reporting procedures. Page 3 of 9
1.14 To ensure that staff carry out and record all financial transactions involving tenants within agency guidelines. To ensure that tenants are enabled to be as independent as possible in the management of their personal finances. To ensure that they obtain their full benefit entitlement and are given advice and assistance in connection with budgeting, payment of bills and avoidance of debt. 1.15 To promote anti discriminatory practice and to ensure that the services are responsive to the specific needs of female tenants and clients from ethnic minorities. 1.16 To ensure that the specific needs of tenants, who have additional problems, including physical health needs and disabilities, communication needs and mental health problems, are fully identified, assessed and fully responded to as appropriate. 1.17 To ensure that all tenants have Individual Support Plans which are regularly reviewed. To monitor the content, implementation and effectiveness of plans. To ensure that all tenants have a key worker and co worker and to act as the nominated key worker as appropriate. 1.16 To ensure that tenants receive appropriate and adequate care and support to meet their individual needs, drawn from the full range of external services available, as well as from resources available within the project. To ensure that all tenants are effectively linked into Care Management mechanisms and have identified statutory Care Co-ordinators where appropriate. 2. Staff Management 2.1 To supervise, lead & mentor the staff team and volunteers to ensure that the highest levels of performance and standards of work are achieved to provide a flexible and responsive service. 2.2 To ensure that staff are non judgemental, client focused, flexible and offer unconditional positive regard, working with tenants to identify and validate their skills, interests, strengths and resources. 2.3 To have a clear vision for the provision of the service consistent with the philosophy of the agency. To articulate and reinforce this vision, ensuring that it is embedded in actual practice. To ensure that staff understand and are committed to the values and objectives of the service and Creative Support. 2.3 To co-ordinate and deploy staff resources as efficiently as possibly in relation to the needs of tenants and the requirements of the service. 2.4 To generate and maintain a customer focused ethos at all times and to ensure excellent working relationships with other professionals. 2.5 To ensure that all staff receive personal support, supervision and appraisal. To take appropriate supportive and corrective action to ensure that performance difficulties are addressed effectively. 2.6 To ensure that staff training and development needs are identified and met. To participate in the planning and delivery of staff training and development activities. To act as CQF assessor Page 4 of 9
Page 5 of 9 for staff undertaking National Diploma programmes. To coach, train and supervise nursing, social work and OT students on placements and to contribute to agency training initiatives. 2.7 To organise and chair team meetings, ensuring a co-operative and cohesive team spirit and a culture of open and honest communication. 2.8 To promote and nurture good practice and to brief staff regarding wider policy and practice issues. 2.9 To lead in the recruitment and selection of staff, ensuring the full inclusion of tenants. 3 Service Management and Administration 3.1 To work in a multi agency approach to deliver the best outcomes for people, establishing excellent working relationships with Halton Council and its partner agencies. 3.2` To demonstrate a commitment to multi agency working including coordinated interventions with other agencies e.g. mental health teams, Drug Action team etc with agreed information sharing protocols 3.3 Attendance and contribution at key forums including Halton Homeless Forum group etc. 3.4 To be responsible for providing a safe, good quality accommodation based service with communal facilities, including training space, catering kitchen, 24 advice and support & tenant involvement. 3.5 To be responsible for regular quality checks, including, managing referrals and allocations, liaison with YMCA Halton Housing, managing and reviewing staff deployment, overseeing performance monitoring and contract compliance, 3.6 To have lead responsibility for the service and initiatives at agency level, this may include corporate functions for the service as well as direct service management. 3.7 To be accountable for the overall quality of the service and to ensure that it conforms to the required quality standards and requirements of Creative Support, Commissioners and other stakeholders. 3.8 To promote effective joint working with partner agencies and ensure the achievement of agreed service objectives. To ensure that excellent communications are maintained. 3.9 To ensure that policies and regulations pertaining to fire, environmental health, general safety and security are understood and adhered to by all staff, tenants and visitors. To promote a high standard of health and safety awareness. To assist in recording and investigating accidents and incidents within the project and to take appropriate follow-up action. 3.10.1 To encourage customer feedback and suggestions from tenants, carers and stakeholders for improving services. To promote a positive attitude to complaints. To ensure that complaints are fully investigated within the agreed procedures of Creative Support and that timely and appropriate action is carried out. 3.11 To maintain effective administrative procedures and financial control systems in liaison with Service Manager, Service Director, and the Finance Department. To ensure that all matters pertaining to client finances are strictly managed within the parameters of Creative Support s
Page 6 of 9 Policy Client Financial Procedures and to monitor carefully all financial arrangements and transactions. 3.12 To help develop and participate in monitoring and evaluation procedures. To assist in the formal review of all schemes at regular intervals. To collect and collate relevant statistical information including client contact hours. To develop and participate in the evaluation of outcomes for clients. To ensure that any quality assurance measures are implemented. 3.13 To reinforce the terms and conditions of the tenancy agreement, taking into consideration the tenants needs and working within a multi-disciplinary framework. 3.14 To establish and maintain good working relationships with all professionals and services in the area. To contribute towards effective joint working by maintaining high standards of liaison and communication and by participating in inter agency forums. 3.15 To facilitate the involvement of tenants, carers and representatives in the development and management of services. To promote Creative Support, its services and activities to tenants, carer, other agencies and the general public. 3.16 To make a significant contribution to planning development and delivery of staff training. 3.16 To ensure that service has a Business Plans within the framework of values and objectives s set out by the Corporate Business Plan. 3.17 To write and prepare reports and policies to a high standard within specified timescales. 4. Other 4.1 To notify Line Manager of planned whereabouts and to submit accurate timesheets weekly. 4.2 To accept support, supervision and guidance from senior colleagues. 4.3 To carry out all work in a manner consistent with the aims of the project and the service principles adopted by Creative Support. 4.4 To comply with and to implement the Equal Opportunities Policy. 4.5 To maintain confidentiality at all times, in accordance with the agreed policy. 4.6 To identify training needs in discussion with Line Manager and to attend training events and courses as required. 4.7 To observe any written policies, procedures and guidelines for good practice as agreed by Creative Support. 4.8 Due to the nature of work Creative Support undertakes there is a requirement to support tenants with daily living skills and individual activities which will include moving and handling and may involve supporting people with personal care needs 4.9 Any other duties as required.
PERSON SPECIFICATION PROJECT MANAGER Halton Lodge, Runcorn QUALITIES REQUIRED How Assessed 1 Ability to articulate and communicate a progressive vision for the delivery of Housing Related Support services Application 2 Ability to engage with tenants, to develop and sustain warm and Interview trusting relationships 3 Good verbal communication skills and ability to listen sensitively to Interview others 4 Ability to demonstrate significant understanding of the needs of Interview people with complex needs including history of homelessness, offending history drug/ alcohol issues / mental health needs etc and to be familiar with current views of good practice 5 Good written communication skills Application 6 A high level of customer focus and the ability to lead and manage a Interview team to provide excellent customer service 7 To work within the contract specified by the purchasers in relation Interview to outcomes for people coping with a history of homelessness 8 Ability to liaise in a professional manner with other agencies and to Interview work in a positive way with the families and friends of tenants 9 Understanding of the aims and principles of Creative Support and Application ability to put these into practice 10 Ability to demonstrate respect for difference and diversity Application 11 A non judgmental, accepting approach to working with people who Application may be challenging and the ability to cope in a mature way with conflict, distress and challenging behaviours 12 Ability to work in a calm, patient and tolerant manner at a pace Interview appropriate to the needs of the individual 13 Ability to enable people to enjoy developmental opportunities Interview without being exposed to unacceptable risks 14 Ability to support and supervise staff and provide on the job Application coaching 15 Knowledge of helpful approaches, strategies and interventions in Application working with people with complex needs and histories or Desirable? 16 The ability to serve as a professional role model to colleagues Interview 17 Demonstrable skills in working effectively with people who have Interview complex needs, including challenging issues 18 Ability to carry out a comprehensive assessment of an individuals care and support needs, including risk assessment. Ability to devise effective individual care plans, risk management plans and move on plans Interview Page 7 of 9
QUALITIES REQUIRED CONTINUED How Assessed 19 Ability to manage a diverse workload of operational management, service development and corporate responsibilities Application 20 Demonstrable skills, experience and ability to undertake the role of Application Project Manager within a regulatory framework 21 Experience of staff supervision and performance management Application 22 Experience of working in supervisory/ management capacity in Application housing related support services 23 Experience of liaising and joint working with other agencies Application 24 Experience of supporting people with a history of Application homelessness/complex needs/ offending history/ drug & alcohol issues or mental heath needs 25 Experience of consulting with tenants and responding to their views Interview in service development and delivery or Desirable? 26 Experience of evaluating, monitoring and reviewing services Interview Desirable 27 Life experience and confidence in relating to people from a wide Application variety of backgrounds 28 A relevant professional qualification (e.g, RMN, Social Work degree Application or equivalent) plus significant post-qualification experience in a relevant field and willingness to work toward the H&SC Diploma Level 5 award 29 Experience of developing new services/initiatives in partnership with Application Desirable others or managing change 30 Experience of managing contracts Application Desirable 31 Experience of staff recruitment and selection and knowledge of Application equal opportunities 32 Willingness to work flexible hours according to needs of agency and Interview tenants 33 Willingness to attend training courses and events Interview 34 Willing to accept feedback and guidance and to be accountable to Interview colleagues and managers 35 A warm and respectful approach to tenants Interview 36 Intellectual ability to grasp key issues and concepts quickly Interview 37 A warm and respectful approach to tenants Interview 39 Willingness to attend training courses and events Interview 40 Ability to work quickly to high standard and set timescales Interview Page 8 of 9
TERMS AND CONDITIONS PROJECT MANAGER Halton Lodge, Runcorn 1. Pay Structure: Up to 28,387 per annum dependent on qualifications, experience and allocated work base Point 1-26,343 per annum Point 2-27,091 per annum Point 3-27,657 per annum Point 3-28,387 per annum 3. Waking Nights: All waking nights will attract an additional payment of 0.50ph for each night actually worked. This is paid to all staff who work nights whether on the basis of regular waking nights, periodic night duty, internal rotation or occasional night duty. 4. Bank Holidays: An enhancement is paid for working at Christmas and New Year. We do not pay enhancements for working evenings, weekends or any other public holiday. 5. Bonus: Employees will be awarded a one off bonus payment of 100.00 (pro-rata for employees who are contracted to work less than 18.5 hours per week) once they have successfully completed their probationary period, which is subject to the following: Attendance is satisfactory End Probationary Review is satisfactory Induction Checklist is complete Line Managers recommendation 7. Hours of Work: Full time hours are 37.5 per week. To be worked flexibly on a rota which will include evenings, weekends and public holidays according to the needs of the service. 8. Disclosure Checks: All appointments will be subject to DBS enhanced disclosure and ISA checks. 9. Probationary Period: The first six months will constitute a probationary period. When this is successfully completed, employment will be confirmed. 10. Holidays: 25 days plus 8 statutory days pro rata. 11. On Call Duties: Senior staff will be required to participate in an on-call rota for which appropriate payments will be made. Page 9 of 9
12. Part Time Work: Please note that annual leave and other entitlements are calculated on a pro-rata basis for employees working less than 37.5 hours. We take a positive view of part-time work and will consider reasonable requests for part time hours for a minimum of 15 hours per week. 13. Sickness Policy: Creative Support operates a discretionary company sick pay benefit scheme which is for the purposes of preventing hardship during times of serious illness. The eligibility criteria and conditions for payment of Company Sick Pay (inclusive of SSP) are shown in the Employee Handbook. You may be eligible for Company Sick Pay benefits subject to compliance with these criteria as follows:- Creative Support do not pay for the first three days of any sickness absence. First six months service - Not eligible for Company Sick Pay though you may be entitled to SSP. Six months to eighteen months service - Up to a maximum of four weeks at full pay. Eighteen months plus service - Up to a maximum of eight weeks at full pay followed by four weeks at half pay. Part time employees will receive Company Sick Pay benefits as detailed above but pro rata to actual hours worked each week. Company Sick Pay benefits may be withdrawn or temporarily suspended where performance or attendance is unsatisfactory. 13. Pension: Creative Support operates an auto-enrolment pension scheme with the People s Pension. 14. Life Assurance: All staff are entitled to free life assurance. This is a valuable benefit which provides a lump sum equal to two times annual salary. 15. Discretionary Benefits: Creative Support offers discretionary benefits in addition to statutory benefits. These include: Paid paternity leave Enhanced maternity leave Compassionate leave Carers leave up to 5 days per annum 16. Employee Counselling Service: All staff, their partners and members of their household have access to an independent confidential, 24 hour telephone counselling service and to legal and financial advice. In addition, up to 6 sessions of face to face counselling can be obtained. This service is delivered by professionally qualified and supervised counsellors and is provided free of charge. 17. Hospital Saturday Fund: All employees have access to a special scheme which enables membership of the Hospital Saturday Fund on preferential rates. There is a choice of packages offering different levels of service. Membership is entirely voluntary. Page 10 of 9
18. Staff Benefits Scheme: As a member of staff for Creative Support you will be entitled to access a range of on-line benefits for various activities and high street stores. Benefits include discounted prices and two for one offers at Theme Parks, Shops, Restaurants and various on-line stores. Page 11 of 9