Re: Sessional Social Care Worker - Job Ref PEARSCW01
Thank you for your interest in the above position. Our application pack consists of:
· application form
· notes on completing your application
· Recognising and Responding to Child Protection Concerns
· Frequently asked questions - Social Care Worker
· RNIB Equal opportunity policy statement
· RNIB recruitment of ex-offenders policy statement
· job description
· person specification
· Recognising and Responding to Child Protection Concerns
· RNIB employee benefits.
This pack can also be made available to you by email, in large print, Braille, on disk or tape. Please feel free to ask us if you would prefer to receive it in one of these alternative reading media. Please note that we only accept CVs from applicants whose disability makes it difficult to complete an application form. All applicants, however, need to show us how they meet the person specification.
If you have a disability and would like assistance in filling in the form then please contact us at least three days before a specified closing date and we shall be glad to help you.
You are advised to read the notes before filling in the application form. Wherever possible please complete and return your application form electronically, however we will accept braille, audio, disk, typed and handwritten applications.
Completed application forms should be returned to:
or RNIB, Human Resources, 105 Judd Street, London WC1H 9NE.
If you have not received an acknowledgement for your emailed application within 24 hours please call 020 7391 2170.
Although we would like to be able to write to each applicant individually to let them know the outcome of their application, the cost of doing so is prohibitive. Because of our charitable status we are endeavouring to save on costs wherever possible. Therefore, please assume that if you have not heard from us within three weeks of the closing date that your application has been unsuccessful.
Thank you for your interest in this vacancy.
Rupert Garvey
Assistant Recruitment Consultant
Recognising and Responding to Child Protection Concerns
1 Policy Statement
1.1 RNIB believes that the welfare of children is paramount, and that they have the right to be protected from abuse regardless of gender, ethnicity, disability, sexuality or beliefs.
1.2 This policy applies to all Employees, RNIB Group Volunteers, Trustees and Governors of RNIB.
1.3 Any behaviour that is deemed to put children as either suffering, or likely to suffer significant harm as a result of abuse or neglect at will not be tolerated and action will be taken immediately, with referral if necessary to the appropriate statutory agencies - the Police and Social Services. If the incident involves an employee internal action as outlined in the Disciplinary Policy (Policy 8b) may be taken as well.
1.4 All Employees, RNIB Group Volunteers, Trustees and Governors of RNIB will receive induction training to provide them with the basic skills and knowledge required to ensure that they are able to safeguard and promote the welfare of children, by implementing these procedures. More in-depth training will be provided to all those who work directly or have direct contact with children.
1.5 Training will be updated yearly and the Principle Safeguarding and Quality Manager will agree and monitor the content and frequency of all training delivered.
1.6 All Employees, RNIB Group Volunteers, Trustees and Governors of RNIB who are intending to be involved in the recruitment process must attend RNIB recruitment and selection training and refer to the Recruitment & Selection Policy (Policy 1) to ensure that safe procedures are followed before appointments are made.
1.7 This policy and procedural guidance will be reviewed yearly as a standard and more frequently if necessary. Once reviewed and amended it will be approved and endorsed by the RNIB Group Board of Trustees.
1.8 This policy will underpin and sit alongside any additional local policies and procedural guidance, as well as the RNIB Safeguarding Policy and Procedures, which will be clearly cross-referenced to procedural arrangements set down by the Local Safeguarding Children Board.
Frequently asked questions
1. What are the hours of the job?
We provide a service 52 weeks of the year, 24/7.
Full time - (36 hours per week) is a shift pattern consisting of early's (7am to 2.30 or 4pm) and late's (1.30pm to 10pm) Monday to Sunday with 2 days off each week. This is a rolling 3 week roster. It does include working weekends and bank holidays (including Christmas day). You will have 1 weekend off in 3, so you would work 2 weekends and then have 1 off.
The Team leader sets your roster.
2. Can I choose my shift pattern and hours?
No, these are pre-determined to meet the needs of the children and young people.
3. What is the salary?
£15,105 - £19,611 per annum for full time. Care staff can achieve performance related pay increments.
4. What does the work involve?
Based within the Children's Home, you will work as a member of a team to provide personal and social care support for children and young people with sight loss and multiple complex needs in their home.
You will work to the high standard expected by RNIB and legislative requirements. You will follow the young people's individual care plans to enable them to lead full lives and develop their independence towards adulthood.
Further information about RNIB Pears Centre can be found at www.rnib.org.uk/pearscentre
You must be able to provide a high level of supervision and care support to vulnerable young people. You need to have good awareness and be able to plan ahead.
5. What sort of disabilities do the young people have?
The young people are all blind or partially sighted and have disabilities which include severe learning disability, cerebral palsy, epilepsy, developmental delay, autism, anxiety and limited communication skills. Some young people behave in ways which can be very challenging, including harming themselves or others. Some young people are wheelchair users and require adult support to complete all daily living tasks.
6. Is it one to one caring?
You will be part of a team, but after training you will also be supporting young people on a one to one basis within their home. This will include meeting all of their individual intimate care needs such as having a bath and using the toilet, helping them to eat and drink, administering their medication, accessing the community, supporting them with positive behaviour management techniques and developing their social and communication skills. You will be based in one bungalow with a group of young people, but may need to work in another area of the Children's Home to meet the needs of the service as a whole.
7. Would it be possible to look round the site?
If you are successful at interview, you will need to come and visit the Children's Home and have a look around. It can be very challenging working within the Children's Home, so you need to understand about the work you will be involved in and the young people you will support.
8. What experience or qualifications do I need to start the job?
Experience is not essential and you do not need qualifications to join us as we will help you achieve these. Full training will be given. You will be expected to start your Diploma Level 3 in Caring for Children and Young People training after your 6 month probation period is completed. You need to demonstrate that you have the right transferable skills to meet the demands of the job.
9. What is the annual leave entitlement?
23 days annual leave plus 8 days public / bank holidays and one day’s discretionary holiday (RNIB day), a total of 32 days leave per year. An additional day's annual leave will be granted on the anniversary of your start date, to a maximum of 25 days annual leave per annum (maximum 34 days leave per year).
10. Is there an age limit?
Yes, in line with national minimum care standards staff must be 4 years older than our oldest child, which is 18, so staff must be a minimum age of 22.
11. Further details
Ahead of applying for this role we would advise that you read our Statement of Purpose, which provides more details regarding Pears Centre along with our key aims and goals. This can be found on an additional web link on the advert on the RNIB's job pages.
For an informal chat to discuss any aspect of the role in more detail please contact Melanie Gibson, Administrator (Children's Home), on 02476 369553 or
RNIB
Job description
Job title: Sessional Social Care Worker
Salary: £15,105 - £16,854 pro rata. Salary dependent on experience and qualifications
Grade: Band 7 (Spinal points 11-16)
Location: RNIB Pears Centre, Ash Green, Coventry.
Hours: Various (including shift work, evenings and weekends).
Reports to: Registered Manager
Vacancy ref: PEARSCW01
Purpose of job
Working to support the teams who provide care and support for young people with sight loss and complex needs, to the high standard expected by RNIB and in line with legislative requirements.
Equal Opportunities Statement
RNIB is committed to being an equal opportunities organisation. It is committed to promoting equal opportunities and preventing discrimination. This policy applies to both its service delivery and to its own employment practices. You will be willing and able to demonstrate commitment to RNIB’s Equal Opportunities Policy.
Main Tasks
1. To support the care team to maintain the needs and welfare of the young people as the main focus of the job.
2. Practice according to policy and procedure, according to legislative regulation and requirement, whilst maintaining confidentiality as appropriate.
3. Help maintain a homely environment and happy relaxed atmosphere within the home, ensuring that the young people have support to access age appropriate activities.
4. Assist young people with their daily care needs, maintaining their dignity at all times, carrying out their individual development programmes and when required supporting therapy programmes.
5. Assist the young people in selecting a wide range of choices around mealtimes, leisure activities and clothing.
6. Ensure highest standards of safety, hygiene and cleanliness at all times.
7. Ensure the cultural and religious needs of the young people are met.
8. To attend relevant training sessions when required.
9. Report matters of concern immediately to the Senior Care Management Team. Any safeguarding concerns must be reported to a designated member of the safeguarding team.
10. Carry out any other reasonable tasks, as may be required by senior management, from time to time.
Person Specification
All criteria are essential unless otherwise stated.
1. Specialist knowledge and experience
1.1 Experience of working or taking part effectively within a team.
1.2 Some experience of working to policy and procedure and understanding of working confidentially.
Desirable
1.3 Some knowledge or experience of working with young people.
1.4 A qualification in childcare.
2. Communication
Ability to communicate effectively, both verbally and in writing, adapting style to suit the audience, and giving appropriate information only.
3. Resilience
Ability to remain calm and self-controlled under pressure.
4. Using initiative and solving problems
Ability to take responsibility for own actions and contribute to decision making where appropriate.
5. Professional development
Demonstrate willingness to commit to professional learning and development and competence assessment.
6. Equal opportunities
Ability to understand and demonstrate commitment to RNIB’s Equal Opportunities Policy and to ensure all activities are consistent with the Equal Opportunities Policy. This includes all staff activities and their interface with the general public.
7. Special conditions
7.1 Appointment is subject to an Enhanced Disclosure and Barring Services Check for regulated activity
7.2 Willing to learn or able to us a computer
7.3 In line with Standard 17.11 of the National Minimum Care Standards we are required legally to employ people that are no less than four years older than our oldest child. This is currently 18 and so any applicants must be 22 or over.
Behaviours (Bands 6-7)
Deliver results
· Shows Commitment to continuous personal learning and development which supports the delivery of outstanding service.
Engage customers
· Prepared to go the extra mile to exceed customer expectations.
Engage others
· Ability to build and sustain strong support relationships with colleagues and customers and others which engenders trust and respect and contributes to team and organisation’s profile and reputation.
Set direction
· Demonstrates awareness of commercial and financial considerations.
· Ability to identify opportunities for innovation and creativity which contribute to team’s goals and continued success.
· Cooperates and is open to possibilities of change, responds positively to change and considers ways to implement and adapt to change.
Lead and inspire
· Shows willingness to take responsibility for own action.
· Able to remain calm and focused under pressure.
· Displays resilience and takes a rational approach.
Personal impact
· Experience of communicating clearly, concisely, accurately and appropriate to the audience.
For internal use only:
Role profile no: 511-1
Group: Independent Living
Section: RNIB Pears Centre for Specialist Learning
Planning unit: Children's Home
Benefits
1. Time off
Annual leave entitlements
Bands
Bands 7,6,5 = 23 days (up to 25 days)
Bands 4,3,2 = 25 days (up to 30 days)
Band 1 = 30 days
For each full year of service, you will be granted one extra day until you reach the maximum number of days allocated to your grade. The long service entitlement does not apply to staff who receive 30 days’ annual leave or more (excluding Public and Bank Holidays). For further details, please see Staff Handbook.
Statutory holidays
All staff are entitled to public holidays, with exceptions for some staff at schools whose holidays are to be taken during school holidays. There is one extra day discretionary RNIB holiday, which is normally near Christmas. Teachers are entitled to a leave of absence from the school during normal holidays.
Long service unpaid leave
RNIB considers its employees to be its largest and most important resource and recognises that commitment to a large and diverse organisation for a length of time, may result in the need for a longer break than annual leave can provide. Unpaid leave, which would be discretionary, may be given for various reasons which may include; extensive travel or participation in career development not specifically related to RNIB.