application pack
Family support worker
contents
- Explanatory notes, including application procedure
- Information about Hopscotch Asian Women’s Centre
- Job description and person specification
- Equal Opportunities Employment Policy Statement
- Application form
- Equal opportunities monitoring form
WE WILL NOT ACCEPT ANY CVs
Applicants must complete the application form provided in the pack
DEADLINE:Friday 23rd April 2010, 5pm
EXPLANATORY NOTES
Application procedure
Should you wish to apply for this position, please send a completed application form to:Parvin Hussain
Hopscotch Asian Women’s Centre
42 Phoenix Road
LondonNW1 1TA
Email:
Tel: 020 7388 6200
Closing date:Friday 23rd April 2010
Interview: Thursday 29thand Friday 30thApril 2010
Travel expenses
Hopscotch Asian Women’s Centre normally reimburses reasonable travel costs to and from interview or meetings if a valid receipt for the travel is provided.
Response
We regret that due to limited resources and the large number of applications we currently receive, we are only able to inform shortlisted candidates of the outcome of their application.
If you do not hear from us within four weeks of the closing date, please assume that you have been unsuccessful on this occasion. We would like to assure you, however, that every application we receive is considered in detail and a shortlist only drawn up after careful reference to a detailed person specification.
If therefore, your application is not successful, we hope that you will not be discouraged and will still apply for other suitable vacancies at Hopscotch Asian Women’s Centreas and when they are advertised.
Thank you for your interest in Hopscotch Asian Women’s Centre.
About Hopscotch Asian women’s centre
Hopscotch was set up in 1979 by Save the Children as a support centre for homeless Bangladeshi and Asian families in Camden. It was the first Asian women's resource centre in Camden, its purpose was to assist and support newly arrived families in the UK settle. The organisation became independent in 1998. The centre was used as a community focus for women and their children in Camden. Families’ needs were identified and appropriate services and outreach work developed. One of the primary needs identified was to improve English language skills. Lack of access to health services and social services support were also recognised as major problems.
Our Objectives are to:-
- Improve the physical, mental and emotional health and wellbeing of Asian women and their families.
- Reduce the risk of violence and abuse experienced by Asian women and children in the home and in the wider community.
- Increase the understanding and value of educational achievement and involved parenting within Asian families
- Increase the civic participation of Asian women, enabling them to have a greater voice and make a contribution to their communities.
- Increase the ability of Asian women to make informed choices that enable them to be economically self-sufficient
JOB DESCRIPTION
Title of Job: Family Support Worker
Reports to: Children and Families Manager (Hopscotch)
Family Support Manager (Children Centre)
Salary:NJC Scale 6.28 - £25,515 (incl. London weighting)
Hours:35 hours per week
Location:45 Polygon Road and42 Phoenix Road, London NW1
AMain Purpose of the Job
- To deliver high quality family support to families with children under 5 years (including for parents-to-be) through assessment (e-CAF), early intervention, referral and signposting.
- To support families to access universal, targeted and specialist provision, ensuring that families with additional needs receive appropriate support using e-CAF and integrated working practices.
- To refer and work with children in need of safeguarding and their families according to policy and procedure (including London Child Protection Procedures, CC procedures) to ensure that agencies are working together to improve outcomes for the most vulnerable children.
- To undertake the Lead Professional role to ensure the effective coordination of support for families with additional needs.
- To carry a caseload of families with children under 5 offering support across all levels of intervention and to refer/signpost children over 5 years (where there are older siblings in the family) to relevant services.
- To deliver group based support as agreed with the Family Support Manager, for example, Webster Stratton Incredible Years parenting courses, baby massage.
BMain Duties and Responsibilities
- To undertake direct casework, including through home visiting, managing a caseload of children and their families under 5 years, including parents-to-be. To ensure that work with families is undertaken as agreed through supervision within agreed timescales.
- To assess the needs of children and their families through the use of the common assessment framework (e-CAF), supporting families with additional needs to access the services they need. This will include assessment of and referral/signposting for children over 5years where there are older siblings within the family.
- To ensure record-keeping is undertaken to a high standard (Synergy database, e-CAF), adhering to CC policies and procedures thereby contributing to the effective monitoring of home visiting and outreach provision, ensuring that protocols for this work are met.
- To ensure that outcomes for children and their families are recorded and to undertake any new outcomes initiatives as agreed by IEYS.
- To establish and maintain appropriate professional boundaries with children and their families ensuring that Child Protection policies & procedures are followed at all times.
- To attend Safeguarding and Team Around the Child meetings (TAC) meetings, providing high quality reports, working to the agreed individual CP/Children In Need plans.
- To work collaboratively within the CC family support multi-agency teams, including speech & Language Therapists, CAMHS Practitioners and partners such as Health Visiting and Midwifery to ensure families have access to a wide range of coordinated services.
- To actively contribute to case review meetings, presenting case work to colleagues, reflecting on work with families and developing best practice.
- To maintain an in-depth knowledge of services to support children and their families, ensuring that families receive relevant and accurate information and can access the services they need, including services for children over 5 years.
- To undertake Solihull Training and implement this approach into practice, ensuring the consistent delivery of family support within Camden.
- To participate in his/her own regular supervision of casework provided by a Senior FSW or Family Support Manager, responding to feedback from quarterly case file audit and e-CAF quality audit.
- To participate in his/her own annual performance management review with the Family Support Manager and line manager (commissioned organisation). To work with the FSM and line manager (commissioned organisation) to review professional development and undertake training as agreed.
- To contribute through CC team meetings, training and outreach/events to the development of CCs
- Services and to participate in research, monitoring and evaluation of CCS
CWork Environment
Children’s Centre Services are offered to all local families with children under 5 years. Services for families with additional needs are provided through the allocation of a family support worker to assess need and assist families to access universal, targeted and specialist services.
The FSW will undertake duties as required according to the needs of Children’s Centre Services as directed by the FSM or SFSM.
During a period of structural change, FSW’s will be required to be flexible in their role, undertaking new work streams as required.
At all times s/he will carry out responsibilities with due regard to Camden Council’s Equal Opportunities and Health and Safety Policies as an integral part of the post.
DPosition in Organisation/Organisation Chart (Children Centre Services)
CWork Dimensions
The Family Support Worker has responsibility for ensuring all case work is undertaken according to the agreed CC services policies and procedures. The post holder will be responsible for updating their CC line manager regularly and informing their CC line manager of any safeguarding or child protection concerns.
The FSW relates to the following groups:
- Children aged under 5 and their families living in the Children’s Centre locality and/or assessment of children over five where there is a younger sibling.
- Families on his/her own caseload requiring family support interventions, advice and/or support in their child’s development.
- Members of the multi-disciplinary family support and outreach team
- All agencies who second staff into the Children’s Centre Services multi-agency team
- Health Visiting and Midwifery Teams in the Children’s Centre Locality
- Other partner agencies and service providers in the Children’s Centre Locality
- Other local community groups and children’s services, including black and minority ethnic organisations
- Children’s Centre Childcare staff
- Children, Schools and Families Directorate
PERSON SPECIFICATION
Qualifications /- Professional Social Work qualification e.g. DipSW or equivalent e.g. Level 4 qualification in Education, Social Care, health or childcare or significant experience of family support work within an early years service.
- A graduate qualification relevant to family support work e.g. social work, nursing, early years education
Knowledge /
- Knowledge and understanding of the Government’s ECM agenda and its practical application
- Knowledge and understanding of Children’s Centre principles and aims.
- Knowledge and understanding of Information Sharing and Assessment and integrated working procedures to assess children’s needs and refer to other agencies using the Common Assessment Framework (CAF)
- Knowledge of Early Years Foundation Stage (DfES 2008) and an understanding of children’s early learning and development
- Knowledge and understanding of Safeguarding Children procedures and how to implement them
- Knowledge of ethnic, religious, and cultural diversity
- Understanding of good practice in teamwork
- Knowledge of record keeping principles in the context of family support work
- Knowledge of pressures faced by families with children under 5 living in socially deprived neighbourhoods, and of the concerns raised by them
Experience /
- Experience of working with children and families including child protection, undertaking E-CAF assessment.
- Experience relevant to family support work with a background in either social work, health, housing, education or advice work
- Evidence of continuous professional development and training
- Experience of assessing the needs of children under 5 and their families
- Experience of working in partnership with parents and other agencies to meet those needs, either through direct provision or referral on to other services
- Experience of working collaboratively within a multi agency framework collaboratively with colleagues from different professions and agencies
- Experience of keeping accurate records using IT systems, writing reports or implementing procedures
- Experience of managing a varied and challenging workload with the ability to prioritise work and manage time effectively
- Experience of working within multi-agency teams
- Experience of delivering group-based parenting programmes
Skills & Behaviours /
- Strong and effective communication skills
- Effective verbal skills in Sylheti/ Bengali
- High degree of self motivation, resourcefulness, flexibility, and enthusiasm to learn about and develop new ways of working
- Ability to prioritise work effectively
- Ability, skills and confidence to contribute to meetings (e.g. team around the child) with colleagues and other agency workers
- Ability to work independently when required and to work as part of a team
- Ability to use IT systems efficiently and effectively
- A strong commitment to meeting families’ needs through integrated working
- A commitment to and an understanding of equal opportunities and the ability to implement Camden’s Valuing Diversity policy.
- A commitment to deliver services within the framework of Camden’s Health and Safety in the Workplace and how to implement this
- A commitment to occasional out of hours working at evenings and weekends.
Annual Leave:Annual Leave is 25 days, plus public holidays
Staff Development: Hopscotch is committed to training and developing its staff and promotes professional development in line with service requirements
A formal offer of appointment will be subject to two satisfactory references
HOPSCOTCH ASIAN WOMEN’S CENTRE
EQUAL OPPORTUNITIES EMPLOYMENT POLICY STATEMENT
The aim of the Equal Opportunities Employment Policy is to ensure that no job applicant or employee receives less favourable treatment on grounds of sex, race, colour, religion, disability, ethnic or national origin, age, sexual orientation, marital or parental status or social class, nor is disadvantaged by conditions or requirements which cannot be justified.
Hopscotch will promote positive employment practices designed to eliminate discrimination, thereby ensuring adherence to the appropriate Acts of Parliament and Codes of Practice.
Policy Statement
- All employees will be recruited, promoted, transferred and trained on the basis of ability, job requirement and fitness for the job, as defined in the Person Specification and Job Description.
- Employees will not be dismissed or made redundant on the grounds of sex, race, colour, religion, disability, ethnic or national origins, age, sexual orientation, marital or parental status or social class.
- Employees will not be discriminated against on any of the above grounds in performance appraisal and any performance review system introduced will reflect this Policy.
- Employees will not be discriminated against on any of the above grounds in the affording of Terms of Employment or in the provision of benefits, facilities and services.
- Employees will not be discriminated against on any of the above grounds in the operation of grievance disputes and disciplinary procedures.
- Certain posts may carry genuine occupational qualifications. These will be few, and the need for such a title will be reviewed whenever such a post falls vacant.
- A copy of the Equal Opportunities Policy will be given to all new employees and the induction training of new employees will include a reference to the Policy. Additionally, induction training will point out the employee's own responsibilities under the various Acts and the appropriate Codes of Practice.
- Any employee who considers that he or she is suffering from unequal treatment on the grounds of sex, disability, race, colour, ethnic or national origin, religion, age, sexual orientation, marital or parental status or social class may raise a complaint through Hopscotch’s complaint procedure.
- All recruitment advertising will clearly state that Hopscotch is an Equal Opportunity employer.
Policy Implementation
All staff have a responsibility for this Policy. The Management Committee members will have a monitoring responsibility.
Application form
It is important that you type or write legibly using black ink when completing the form as it will be photocopied. Do not send a copy of your CV, as it will not be considered.
Applications should be returned to the address provided in the job details.
Post applied for:Where did you first see the post advertised?
PERSONAL DETAILS
Surname: / Title (Prof/Dr/Mr/Mrs/Miss/Ms):Forename(s):
Home Address (including postcode):
Tel no: / Mobile no:
Email:
Period of notice required in present job:
National Insurance no: / Work Permit needed: Yes No
Please give your present/last annual salary and details of any additional benefits/allowances:
How many days sickness absence have you taken in the last two years?
Section 1 of the Disability Discrimination Act defines a person as having a disability if he or she "has a physical or mental impairment, which has a substantial and long term adverse effect on his/her ability or carry out normal day to day activities.
Do you have such a disability / Yes No
If yes, if we ask you to interview, are there any adaptations or equipment you would like us to provide? / Yes No
I declare that the information given on this form is, to my knowledge, true. I understand that if it is subsequently discovered that any statement is false, I will be disqualified from the selection process, an offer of employment may be withdrawn, or I may be dismissed from employment without notice.
Signature: / Date:
EDUCATION AND QUALIFICATIONS
Technical, professional, commercial or relevant in-house trainingCollege/Institute / Type of training / From (mm/yy) / To (mm/yy) / Results
University/College / Subject / From (mm/yy) / To (mm/yy) / Results
Secondary School / Examinations passed / From (mm/yy) / To (mm/yy) / Grades
CURRENT AND PREVIOUS APPOINTMENTS (please start with most recent)
Employer's name address / Position held(briefly describe duties) / From mm/yy / To mm/yy / Reasons for leaving
REFERENCES
Please provide the names and addresses of two referees (one of whom should normally be your manager/supervisor at your current workplace). For recent graduates your personal tutor could also be appropriate. Relatives may not be given as referees.Name:
Job title of referee:
Tel no:
Email address:
Relationship to you: / Name:
Job title of referee :
Tel no:
Email address:
Relationship to you:
If you are short listed, references may be taken up prior to interview. Please indicate if you do not wish us to contact your current employer prior to interview.
PERSONAL STATEMENT
Use this section to demonstrate how your skills, achievements, qualifications and experience make you suitable for this job.You must demonstrate that you meet thecriteria in the person specification.
Please address each point in the personal specification separately, and give specific examples to support your application.
(Please use additional sheets if necessary).
Hopscotch Asian Women’s Centre
Diversity Monitoring
Hopscotch Asian Women’s Centre is an equal opportunities employer. To ensure that we follow our equal opportunities policy, we need to capture information on the diversity of our applicants and employees. The information provided will be confidential and will be used for monitoring purposes only.
Are you male or female?/ Male / / Female