Parent Carer Advocate

35 Hours per week

APPLICATION PACK
Job 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 noon

Shortlisted applicants will be notified by the latest Friday 2 August 2013 I N.B. CVs will not be accepted Clean Driving Licence and own transport preferred for this post

Completed forms to: 27-37 South Road Waterloo Liverpool L22 5RF

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

SEFTON CARERS CENTRE Job Description

Job Title: Responsible to: Salary: Hours: Duration: Carers Advocacy Officer Parent Carers Senior Carers Advocacy Officer Parent Carers 19,162 per annum + 6% pension 35 per week Fixed term till 31st March 2016. (The post will continue beyond
this date subject to the availability of funding)

Job purpose: To contribute to the development of coordinated needs-led services to parent carers throughout the Metropolitan Borough of Sefton through the provision of a comprehensive information, support and advocacy service for parent carers. Main duties 1. To contribute to the process of assessment, planning, implementation, monitoring and review to ensure an holistic approach towards meeting the needs of parent carers and their families. To provide an information, support and advocacy service for parent carers of children with disabilities and other additional needs. To interpret current legislation in relation to parent carers and those they care for and inform them of their rights. Actively promote the rights of parent carers and those they care for and assist in facilitating prompt and efficient access to appropriate services provided by health, social services, housing, education and other relevant agencies through: a) being fully informed about services provided by all relevant statutory and non-statutory agencies: the policies and procedures, priorities and eligibility criteria, etc., of such services b) advocating on behalf of parent carers and those they care for through signposting, referrals, liaison and negotiation with all relevant agencies to ensure their rights to services are fulfilled and to ensure they are properly supported in their caring role.

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To assist in setting up and facilitating support groups and forums for parent carers of children with disabilities and other additional needs. To promote and encourage multi-agency working partnerships with voluntary and statutory agencies through networking, liaison and attendance at appropriate meetings. To link with Carers Centre staff to provide additional back-up support to parent carers and those they care for and to ensure an holistic approach towards meeting their needs. To contribute to the organisations monitoring and evaluation by: a) maintaining clear and accurate records of al client contacts in compliance with the organisations casework recording procedures. b) submitting monthly reports to the Deputy Chief Executive and other written reports to the Carers Centres Board of Trustees and funders, as required.

9. 10. 11. 12.

To contribute to the development and implementation of the organisations quality assurance systems. To participate in continuing professional development through training and education. To act in accordance with the Carers Centres Equal Opportunities policy at all times. To undertake other duties commensurate with the role.

N.B. All employees of Sefton Carers Centre are required to work in accordance with the policies and procedures of the organisation. These include the Equal Opportunities Policy, Health and Safety at Work, Confidentiality and other policies designed to regulate their conduct. Health and Safety It is the general duty of every employee to take reasonable care of their own health and safety and that of others and to cooperate with management in meeting its responsibilities under the Health and Safety at Work Act. Any failure to take such care, or the contravention of safety policy or managerial instructions may result in disciplinary action being taken. Confidentiality All staff are required to respect the confidentiality of all matters that they may learn relating to their employment, other members of staff and the general public. Data Protection All staff are expected to adhere to the regulations regarding the Data Protection Act, In accordance with the Carers Centres policies and procedures. Variation The postholder may be required to undertake other duties commensurate with the role. Some duties may be subject to variation changes and will only be made after consultation with the postholder.

SEFTON CARERS CENTRE Person Specification Carers Advocacy Officer Parent Carers
Qualifications DipSW, CQSW,CSS or other relevant qualification Experience Minimum of 2 years recent experience of involvement with carers and service users in a paid or voluntary capacity Previous experience of managing a caseload Previous experience of providing advocacy support either in a group or on an individual basis Knowledge Knowledge and understanding of current legislation which underpins Health and Social Care Knowledge and understanding of care management processes Good working knowledge of Sefton and its communities Awareness of principles of equal opportunities and a commitment to anti-discriminatory/antioppressive practice Awareness of Health and Safety at Work legislation and its requirements Skills Good assessment skills Excellent communication skills, both written and verbal Ability to liaise at all levels Good self-management skills, with an ability to work under own initiative Ability and commitment to maintaining confidentiality of information relating to the organisation Ability to use information technology (Word Processing, Database) Essential X Essential Desirable X Desirable How Identified Application How Identified Application and interview Application and interview Application and interview Desirable How Identified Application and interview X X X Application and interview Application and interview Application and practice Application

X X

Essential X

Essential X X X X X

Desirable

How identified Application and interview Application and interview Application and interview Application and interview Application and interview Application

Personal Attributes Ability to work with people in a sensitive way Ability to work effectively within a team Commitment to continually develop and update knowledge Commitment to professional development

Essential X X X X

Desirable

How identified Interview Interview Application and interview Application and interview

APPLICATION FOR EMPLOYMENT

Please 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 Centre 27-37 South Road Waterloo Liverpool L22 5RF

POSITION APPLIED FOR

Surname Address: Forename(s) Title

Postcode: NI No: Current driving licence? Groups: Yes/No Expiry Date:

Telephone number:

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

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.

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 Address of employer

Job Titles and Duties

Dates To and From

Salary on Leaving

Reason for leaving

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/vulnerable adults, we reserve the right to approach any past employer for a reference. 1. Name: Position: Organisation: Address: 2. Name: Position: Organisation: Address:

Postcode: Tel No. May we approach the above prior to interview? Yes/No

Postcode: Tel No. May we approach the above prior to interview? Yes/No

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 the Rehabilitation 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 be disclosed, and will be taken into account in deciding whether to make an appointment. Any information will be completely confidential 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 the CRB/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

SPECIAL REQUIREMENTS (CARE SECTOR)

Because this position involves the care of children and/or vulnerable adults employment is dependent on the following: 1) 2) 1) 3) 4) 2) Your written consent to obtaining a standard/enhanced disclosure certificate from the Criminal Records Bureau or an approved umbrella body. Such disclosure being acceptable to us. Proof of identity birth or marriage certificate (where appropriate) and passport (if available). Two satisfactory written references. That you will supply a photograph of yourself for retention in your records. Evidence of physical or mental suitability for your work

DECLARATION
1

(Please read this carefully before signing this application)

I confirm that the above information is complete and correct and that any untrue or misleading information will give my employer the right to terminate any employment contract offered. Should we require further information and wish to contact your doctor with a view to obtaining a medical report, the law requires us to inform you of our intention and obtain your permission prior to contacting your doctor. I agree that the organisation reserves right the right to require me to undergo a medical examination. In addition, I agree that this information will be retained in my personnel file during employment and for up to six years thereafter and understand that information will be processed in accordance with the Data Protection Act.

2.

2.

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

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

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 company complies fully with the CRB/SCRO/AccessNI Code of Practice (a copy of which is available on request) and undertakes 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. We actively promote equality of opportunity for all and we select all candidates for interview on the basis of their talent, skills, qualifications and experience. We welcome applications from a wide range of candidates, including those with criminal records. A disclosure is only requested where it is legally required or after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. Where a disclosure will be required from a successful candidate, all applicants will be made aware of this at all stages of the recruitment process. Where disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. Unless the nature of the position allows the company to ask questions about a candidates entire criminal record we only ask about unspent convictions as defined in the Rehabilitation of Offenders legislation. We ensure that all those in the company 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. 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 may be relevant to the position. Failure to reveal information that is relevant to the position sought could lead to withdrawal of an offer or termination of employment.

2.

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4. 5. 6.

7.

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. 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.

9.

EQUAL OPPORTUNITY MONITORING

PRIVATE & CONFIDENTIAL

Position applied for: .. We are an equal opportunity employer. The aim of our policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, ethnic or national origin, religious belief, sex, marital status, sexual orientation, gender reassignment, age or disability, or is disadvantaged by conditions 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 this policy is fully and fairly implemented and monitored, and for no other reason, would you please provide the following 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

B)

English Welsh

Scottish Irish

Any other White background, please specify .... Mixed White and Black Caribbean White and Asian Any other Mixed background, please specify .... Asian, Asian British, Asian English, Asian Scottish or Asian Welsh Indian Bangladeshi Any other Asian background, please specify .... Black, Black British, Black English, Black Scottish or Black Welsh Caribbean

C)

White and Black African

D)

Pakistani

E)

African

Any other Black background, please specify .... Chinese, Chinese British, Chinese English, Chinese Scottish, Chinese Welsh or other Ethnic Group Chinese Any other background, please specify ...... Sex Male

F)

Female
Signed.

Name:

STATEMENT OF MAIN TERMS OF EMPLOYMENT

PLACE OF WORK

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 the United Kingdom. HOURS OF WORK Your normal hours of work are 35 per week, with an unpaid break will be allocated each day according to the length of your shift. However flexibility is needed and you may need to work different hours from time to time which could include evenings and weekends. You may be required to work additional hours when authorised and as necessitated by the needs of the business. REMUNERATION Your salary is currently 19,162 per annum payable monthly by credit transfer as detailed on your pay statement. Any work required to be undertaken in addition to normal working hours will be compensated by time off in lieu (TOIL). Further details of which are documented in the handbook. COLLECTIVE AGREEMENTS No collective agreements directly affect your terms and conditions of employment. ANNUAL HOLIDAYS Your holiday year begins on 1st April and ends on 31st March each year. You will receive a paid holiday entitlement of 25 working days during a complete holiday year. On completion of five years service at 1 st April your entitlement will increase in line with the following table:Complete years of service at 1st April 5 years service 7 years service 9 years service 10 years service or more Additional days holiday in a complete holiday year 2 days 1 day 1day 1day Total annual entitlement in complete holiday year 27 days 28 days 29 days 30 days a

All holiday entitlements will be allocated pro-rata to any member of staff working more or less than five days per week. For part years of service your entitlement will be calculated as 1/12th of the annual entitlement for each completed month of service 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 HOLIDAYS In 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 Good Friday Easter Monday The first Monday in May The last Monday in May The last Monday in August Christmas Day Boxing Day

SICKNESS PAY AND CONDITIONS We have a contractual sick/injury pay scheme (inclusive of SSP) which, on completion of 12 months service, provides payment during periods of certificated sickness as follows:CONTINUOUS SERVICE Under 12 months 12 months but less than 2 years 2 yeas but less than 3 years 3 years but less than 4 years 4 years but less than 6 years 6 years or more MAXIMUM PAYMENT IN ANY ROLLING 12 MONTH PERIOD SSP only 1 week full pay and 2 weeks half pay 1 month full pays and 2 months half pay 2 months full pay and 2 months half pay 3 months full pay and 3 months half pay 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 new qualification period) payments will be based on the sickness pay entitlement at the commencement of the sickness period. The employee must have returned to work for at least three months continuous service before being entitled to a further period of full 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 PROCEDURES The disciplinary rules that form part of your contract of employment and the procedures that will apply when dealing with capability or disciplinary issues are shown under the headings Capability Procedures and Disciplinary Procedures in the Employee Handbook to which you should refer.

CAPABILITY/DISCIPLINARY APPEAL PROCEDURE Should 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. Further information can be found in the Employee Handbook under the heading Capability/Disciplinary Appeal Procedure to which you should refer. GRIEVANCE PROCEDURE Should 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 EMPLOYER Under 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 EMPLOYEE Under 1 months service - Nil. 1 month to successful completion of your probationary period - 1 week. On successful completion of your probationary period - 1 month. PENSIONS 1. 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 your gross 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