parent carer advocate july 2013

7/28/2019 Parent Carer Advocate July 2013

1/13

Parent Carer Advocate35 Hours per week

APPLICATION PACKJob Description

Person Specification

Application Form

Policy Statement on the recruitment of Ex-Offenders

Equal Opportunity Monitoring

Statement of main terms and conditions

Closing Date: Monday 29 July 2013, 12 noonShortlisted applicants will be notified by the latest Friday 2 August 2013

I

N.B. CVs will notbe accepted Clean Driving Licence and own transport preferred for this post

Completed forms to: -

27-37 South RoadWaterlooLiverpool

L22 5RF

Registered in England as company limited by guaranteeRegistered number 3124430. Registered charity number 1050808


2/13

SEFTON CARERS CENTRE

Job Description

Job Title: Carers Advocacy Officer Parent Carers

Responsible to: Senior Carers Advocacy Officer Parent Carers

Salary: 19,162 per annum + 6% pension

Hours: 35 per week

Duration: Fixed term till 31st March 2014. (The post will continue beyondthis date subject to the availability of funding)

Job purpose:

To contribute to the development of coordinated needs-led services to parent carersthroughout the Metropolitan Borough of Sefton through the provision of a comprehensiveinformation, support and advocacy service for parent carers.

Main duties

1. To contribute to the process of assessment, planning, implementation, monitoring andreview to ensure an holistic approach towards meeting the needs of parent carers andtheir families.

2. To provide an information, support and advocacy service for parent carers of childrenwith disabilities and other additional needs.

3. To interpret current legislation in relation to parent carers and those they carefor and inform them of their rights.

4. Actively promote the rights of parent carers and those they care for and assist infacilitating prompt and efficient access to appropriate services provided by health, socialservices, housing, education and other relevant agencies through:

a) being fully informed about services provided by all relevant statutory andnon-statutory agencies: the policies and procedures, priorities and eligibilitycriteria, etc., of such services

b) advocating on behalf of parent carers and those they care for throughsignposting, referrals, liaison and negotiation with all relevant agencies toensure their rights to services are fulfilled and to ensure they are properlysupported in their caring role.


3/13

5. To assist in setting up and facilitating support groups and forums for parent carers ofchildren with disabilities and other additional needs.

6. To promote and encourage multi-agency working partnerships with voluntary andstatutory agencies through networking, liaison and attendance at appropriate meetings.

7. To link with Carers Centre staff to provide additional back-up support to parent carersand those they care for and to ensure an holistic approach towards meeting their needs.

8. To contribute to the organisations monitoring and evaluation by:

a) maintaining clear and accurate records of al client contacts in compliancewith the organisations casework recording procedures.

b) submitting monthly reports to the Deputy Chief Executive and other writtenreports to the Carers Centres Board of Trustees and funders, as required.

9. To contribute to the development and implementation of the organisations qualityassurance systems.

10. To participate in continuing professional development through training and education.

11. To act in accordance with the Carers Centres Equal Opportunities policy at all times.

12. To undertake other duties commensurate with the role.

N.B.All employees of Sefton Carers Centre are required to work in accordance withthe policies and procedures of the organisation. These include the Equal

Opportunities Policy, Health and Safety at Work, Confidentiality and other policiesdesigned to regulate their conduct.

Health and SafetyIt is the general duty of every employee to take reasonable care of their own healthand safety and that of others and to cooperate with management in meeting itsresponsibilities under the Health and Safety at Work Act. Any failure to take suchcare, or the contravention of safety policy or managerial instructions may result indisciplinary action being taken.

Confidentiality

All staff are required to respect the confidentiality of all matters that they may learnrelating to their employment, other members of staff and the general public.

Data ProtectionAll staff are expected to adhere to the regulations regarding the Data Protection Act,In accordance with the Carers Centres policies and procedures.

VariationThe postholder may be required to undertake other duties commensurate with therole. Some duties may be subject to variation changes and will only be made afterconsultation with the postholder.


4/13

SEFTON CARERS CENTRE

Person Specification

Carers Advocacy Officer Parent Carers

Qualifications Essential Desirable How Identified

DipSW, CQSW,CSS or otherrelevant qualification

X Application

Experience Essential Desirable How Identified

Minimum of 2 years recentexperience of involvement withcarers and service users in a

paid or voluntary capacity

X Application andinterview

Previous experience ofmanaging a caseload


Previous experience of providingadvocacy support either in agroup or on an individual basis


Knowledge Essential Desirable How Identified

Knowledge and understanding ofcurrent legislation whichunderpins Health and SocialCare


Knowledge and understanding ofcare management processes


Good working knowledge ofSefton and its communities


Awareness of principles of equalopportunities and a commitmentto anti-discriminatory/anti-oppressive practice

X Application andpractice

Awareness of Health and Safetyat Work legislation and itsrequirements

X Application

Skills Essential Desirable How identified

Good assessment skills X Application andinterview

Excellent communication skills,both written and verbal


Ability to liaise at all levels X Application andinterview

Good self-management skills,with an ability to work under owninitiative


Ability and commitment tomaintaining confidentiality ofinformation relating to theorganisation


Ability to use informationtechnology (Word Processing,Database)

X Application


5/13


6/13

OTHER EMPLOYMENT

Please note any other employment you would continue with if you were to be successful in obtaining this position.

LEISURE

Please note here your leisure interests, sports and hobbies, or other pastimes, etc.

Surname Forename(s) Title

Address:

Postcode: Telephone number:

NI No:Current driving licence? Yes/No

Groups: Expiry Date:Details of any endorsements

Are there any restrictions on you taking up employment in the UK? Yes No (If yes provide details)

Education History

Schools: Qualifications Gained

Colleges/Universities Qualifications Gained

Other Training

APPLICATION FOR EMPLOYMENTPlease complete this form in black ink.Do not send a CV in place of this application form.

PRIVATE AND CONFIDENTIAL Return this form to: Sefton Carers Centre27-37 South RoadWaterloo

Liverpool L22 5RF

POSITION APPLIED FOR


7/13

EMPLOYMENT HISTORY (Please complete in full using a separate sheet if necessary, starting with your

most recent employment and give reasons for any gaps in employment)

Name and Addressof employer

Job Titles and Duties Dates Toand From

Salary onLeaving

Reason forleaving

REFERENCES

Please provide details of two referees who can provide information relating to your competency in a caring role, one of whom

must be your present or most recent employer (referees for qualified Nurses must be professionals). If you are a student,

please give an academic referee. If you are applying for a post which requires unsupervised access to children/vulnerableadults, we reserve the right to approach any past employer for a reference.

1. Name: 2. Name:

Position: Position:

Organisation: Organisation:

Address:

Postcode:

Address:

Postcode:

Tel No. Tel No.

May we approach the above prior to interview? Yes/No May we approach the above prior to interview? Yes/No


8/13

GENERAL COMMENTS

Please detail here your reasons for this application, your main achievements to date and the strengths you would bring to this post. Specifically, please detail how your knowledge, skills and experiences meet the requirements of this role (as summarised in the person specification).

CAUTIONS, REHABILITATION AND CRIMINAL RECORDS

Because of the nature of the work for which you are applying, this post is exempt from the provisions of Section 4(2) of theRehabilitation of Offenders Act 1974, by virtue of the Exceptions Order 1975 as amended by the Exceptions (Amendment)Order 1986, which means that convictions that are spent under the terms of the Rehabilitation of Offenders Act 1974 must bedisclosed, and will be taken into account in deciding whether to make an appointment. Any information will be completelyconfidential and will be considered only in relation to this application.

In addition you are required to submit to a Criminal Records Bureau check. Any standard or enhanced disclosure made by theCRB/SCRO will remain strictly confidential.

Have you ever been convicted in a Court of Law and/or cautioned in respect of any offence? YES/NO (delete as required)

If YES, please give details


9/13

SPECIAL REQUIREMENTS (CARE SECTOR)

Because this position involves the care of children and/or vulnerable adults employment is dependent on the following:

1) Your written consent to obtaining a standard/enhanced disclosure certificate from the Criminal Records Bureau or anapproved umbrella body.

2) Such disclosure being acceptable to us.

1) Proof of identity birth or marriage certificate (where appropriate) and passport (if available).

3) Two satisfactory written references.

4) That you will supply a photograph of yourself for retention in your records.

2) Evidence of physical or mental suitability for your work

DECLARATION (Please read this carefully before signing this application)

1 I confirm that the above information is complete and correct and that any untrue or misleading information will give myemployer the right to terminate any employment contract offered.

2. Should we require further information and wish to contact your doctor with a view to obtaining a medical report, the lawrequires us to inform you of our intention and obtain your permission prior to contacting your doctor. I agree that theorganisation reserves right the right to require me to undergo a medical examination. In addition, I agree that thisinformation will be retained in my personnel file during employment and for up to six years thereafter and understandthat information will be processed in accordance with the Data Protection Act.

2. I agree that should I be successful in this application, I will, if required, apply to the Criminal Records Bureau/ScottishCriminal Records Office for a basic disclosure. I understand that should I fail to do so, or should the disclosure not beto the satisfaction of the company any offer of employment may be withdrawn or my employment terminated.

Signed: .........................................................................................


10/13

POLICY STATEMENT ON THE RECRUITMENT OF EX-OFFENDERS

1. As an organisation using the Criminal Records Bureau (CRB) and/or the Scottish Criminal Records Office (SCRO)Disclosure Service and/or AccessNI to assist in assessing applicants suitability for positions of trust, the companycomplies fully with the CRB/SCRO/AccessNI Code of Practice (a copy of which is available on request) andundertakes to treat all applicants for all posts fairly. The company will not discriminate unfairly against any subject

of a disclosure on the basis of a conviction or other information revealed.

2. We actively promote equality of opportunity for all and we select all candidates for interview on the basis of theirtalent, skills, quali fications and experience. We welcome applications from a wide range of candidates, includingthose with criminal records.

3. A disclosure is only requested where it is legally required or after a thorough risk assessment has indicated that oneis both proportionate and relevant to the position concerned. Where a disclosure will be required from a successfulcandidate, all applicants will be made aware of this at all stages of the recruitment process.

4. Where disclosure is to form part of the recruitment process, we encourage all applicants called for interviewto provide deta ils of their criminal record at an earl y stage in the application process.

5. Unless the nature of the position allows the company to ask questions about a candidates entire criminal recordwe only ask about unspent convictions as defined in the Rehabilitation of Offenders legislation.

6. We ensure that all those in the company who are involved in the recruitment process have been suitably trainedto identify and assess the relevance and circumstances of offences. We also ensure that they have receivedappropriate guidance and training in the relevant legislation relating to the employment of ex-offenders.

7. At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on thesubject of any offences or other matter that may be relevant to the position. Failure to reveal information thatis relevant to the position sought could lead to withdrawal of an offer or termination of employment.

8. We undertake to discuss any matter revealed in a disclosure with the person seeking the position

before withdrawing a conditional offer or terminating employment.

9. Having a criminal record will not necessarily bar an applicant from working for us. This will depend on the

nature of the position and the circumstances and background of the offences.

EQUAL OPPORTUNITY MONITORING


11/13

PRIVATE & CONFIDENTIAL

Position applied for: ..

We are an equal opportunity employer. The aim of our policy is to ensure that no job applicant or employeereceives less favourable treatment on the grounds ofrace, colour, ethnic or national origin, religious belief,

sex, marital status, sexual orientation, gender reassignment, age or disability, or is disadvantaged byconditions or requirements which cannot be shown to be justifiable.

Our selection criteria and procedures are frequently reviewed to ensure that individuals are selected,promoted and treated on the basis of their relevant merits and abilities.

All employees are given equal opportunity and are encouraged to progress within the organisation.

We are committed to an ongoing programme of action to make this policy fully effective. To ensure that thispolicy is fully and fairly implemented and monitored, and for no other reason, would you please provide thefollowing information:-

Date of Birth: ..

I would describe my ethnic group and sex as:- (please tick one box for your ethnic group and one box for your sex)A) White

English Scottish

Welsh Irish

Any other White background, please specify....

B) Mixed

White and Black Caribbean White and Black African

White and Asian

Any other Mixed background, please specify ....

C) Asian, Asian British, Asian English, Asian Scottish or Asian Welsh Indian Pakistani

Bangladeshi

Any other Asian background, please specify ....

D) Black, Black British, Black English, Black Scottish or Black Welsh

Caribbean African

Any other Black background, please specify ....

E) Chinese, Chinese British, Chinese English, Chinese Scottish, Chinese Welsh or other Ethnic Group

Chinese

Any other background, please specify ......

F) Sex

Male Female

Name: Signed.

STATEMENT OF MAIN TERMS OF EMPLOYMENT

PLACE OF WORK


12/13

You will currently be required to work currently at/from Sefton Carers Centre, 27-37 South Road, Waterloo, Liverpool L22 5RF.You may be required to work from any other location as directed by the company. You will not be required to work outside theUnited Kingdom.

HOURS OF WORKYour normal hours of work are 35 per week, with an unpaid break will be allocated each day according to the length of yourshift. However flexibility is needed and you may need to work different hours from time to time which could include eveningsand weekends. You may be required to work additional hours when authorised and as necessitated by the needs of thebusiness.

REMUNERATIONYour salary is currently 19,162 per annum payable monthly by credit transfer as detailed on your pay statement. Any workrequired to be undertaken in addition to normal working hours will be compensated by time off in lieu (TOIL). Further details ofwhich are documented in the handbook.

COLLECTIVE AGREEMENTSNo collective agreements directly affect your terms and conditions of employment.

ANNUAL HOLIDAYSYour holiday year begins on 1st April and ends on 31st March each year. You will receive a paid holiday entitlement of 25working days during a complete holiday year. On completion of five years service at 1 st April your entitlement will increase inline with the following table:-

Complete years of service at 1st

AprilAdditional days holiday in acomplete holiday year

Total annual entitlement in acomplete holiday year

5 years service 2 days 27 days

7 years service 1 day 28 days

9 years service 1day 29 days

10 years service or more 1day 30 days

All holiday entitlements will be allocated pro-rata to any member of staff working more or less than five days per week. Forpart years of service your entitlement will be calculated as 1/12th of the annual entitlement for each completed month ofservice during that holiday year.

Conditions relating to the taking of annual holidays are shown in the Employee Handbook to which you should refer.

PUBLIC/BANK HOLIDAYSIn addition to the annual holiday entitlement you are allowed the following public/bank holidays each year with pay or

alternative days as decided by us (pro-rata for staff working less than five days per week):-New Year's Day The last Monday in MayGood Friday The last Monday in AugustEaster Monday Christmas DayThe first Monday in May Boxing Day

SICKNESS PAY AND CONDITIONSWe have a contractual sick/injury pay scheme (inclusive of SSP) which, on completion of 12 months service, providespayment during periods of certificated sickness as follows:-

CONTINUOUS MAXIMUM PAYMENT IN ANY ROLLINGSERVICE 12 MONTH PERIOD

Under 12 months SSP only

12 months but less than 2 years 1 week full pay and 2 weeks half pay2 yeas but less than 3 years 1 month full pays and 2 months half pay3 years but less than 4 years 2 months full pay and 2 months half pay4 years but less than 6 years 3 months full pay and 3 months half pay6 years or more 4 months full pay and 4 months half pay

Where a sickness period runs into another year (i.e. during e period of absence the length of service reaches a newqualification period) payments will be based on the sickness pay entitlement at the commencement of the sickness period. Theemployee must have returned to work for at least three months continuous service before being entitled to a further period offull and half pay as long as they have not used their full entitlement with the twelve month period preceding rule.

Where employees have reached the full entitlement of sickness pay in normal circumstances SSP rates only will apply.

Conditions relating to the above are shown in the Employee Handbook to which you should refer.

CAPABILITY AND DISCIPLINARY PROCEDURESThe disciplinary rules that form part of your contract of employment and the procedures that will apply when dealing withcapability or disciplinary issues are shown under the headings Capability Procedures and Disciplinary Procedures in theEmployee Handbook to which you should refer.


13/13

CAPABILITY/DISCIPLINARY APPEAL PROCEDUREShould you be dissatisfied with any decision to take action or dismiss you on capability/disciplinary grounds, you should apply,either verbally or in writing, to your Line Manager within five working days of the decision you are complaining against. Furtherinformation can be found in the Employee Handbook under the heading Capability/Disciplinary Appeal Procedure to whichyou should refer.

GRIEVANCE PROCEDUREShould you feel aggrieved at any matter relating to your employment, you should raise the grievance with your Line Manager,either verbally or in writing. Further information can be found in the Employee Handbook.

NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYERUnder 1 months service - Nil.1 month up to successful completion of your probationary period - 1 week.On successful completion of probationary period but less than 5 years service - 1 month.5 years service or more - 1 week for each completed year of service to a maximum of 12 weeks after 12 years.

NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYEEUnder 1 months service - Nil.1 month to successful completion of your probationary period - 1 week.On successful completion of your probationary period - 1 month.

PENSIONS1. Pension

We operate a group Pension Scheme. The current provider is Scottish Widows. You are eligible to join the scheme after

three months employment with us. Upon successful completion of your probationary period we will contribute 6% of yourgross monthly salary into the scheme should you choose to join.

A Pensions Scheme contracting-out certificate is not in force in respect of your employment

parent carer advocate july 2013

Documents