Registered Charity No. 1135640

Registered Company No. 7140266

Dear Candidate,

Thank you for your interest in working withaccesscommunity trust.

If you require a copy of this document in an alternative format, please contact us as per the details below.

As a provider of high quality housing and support services, we believe it is important to recruit talented individuals who share our vision.

We know that attracting and keeping the best people is the most effective way to build a successful business, so we are committed to investing in you and your future, offering extensive personal and career development opportunities.

This pack gives background information on accesscommunity trustand the role you are applying for.

As part of the selection process, you will be required to undertake a literacy and numeracy test. The results of the test will not inform the selection decision but may be used to inform future training and development needs.

You will be contacted after the closing date if you have been shortlisted.If we do not contact you, please assume that you have been unsuccessful on this occasion.

Good luck!

accesscommunity trust

Tel: 01502 527200

E-mail:

Web:

For more information aboutaccesscommunity trust, please visit our website:

Job Description

Position: / Housing Link Worker (Fixed term contract of 18 months) / Reports to: / Adult Services Manager
Department: / Adult Services / Location: / Thetford and surrounding areas
Last Updated: / 12/09/2017 / Rate of Pay: / £20,000 per annum
Purpose of role: / The post holder will work directly with people at risk of homelessness – this could be due to rent arrears, ASB issues, family dynamics, relationship breakdown, prison leavers etc. Many clients will have complex support needs including mental illness and addiction.
The postholder will help to preserve client’s tenancies and undertake post housing resettlement work with the most vulnerable and disengaged individuals.
The ideal candidates will be based at Thetford but expected to also work out of Dereham and cover the Breckland area so a driving licence and use of a vehicle is essential.
The post holder is required to provide the following:
●A client centered service.
●Undertake a detailed assessment of client needs, considering all aspects of the clients personal & housing journey to date, social problems, family and social circumstances, barriers to employment (alcohol/drug problems, criminal records, etc.)
●Responsive support to changing client needs
●Review progress regularly
●Set progression targets
●Support the running of ongoing drop in support sessions
●Signpost clients to access appropriate support from other relevant services.
●Act as an advocate for the client where necessary
●Intervention to help with tenancy preservation
●Undertake other relevant tasks associated with the role
accesscommunity trustis committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteer to share this commitment.
Key Responsibilities:
●Work with clients, both in a casual drop-in or formal appointment setting.
●Manage own caseload, working with clients on an individual basis
●To contribute to and maintain all records and monitoring, in accordance with organisational procedure and funding/partnership agreements. Accurately complete the registration process for new clients and update records as necessary, including client interaction and achievement of goals
●Participate in decision making processes regarding the project and service users, in consultation with colleagues and the wider Adult Services Team.
●Work closely with the local authority to support those at risk of homelessness, and ensuring outcomes set by Breckland District Council are met.
●Actively promote referral and signposting to specialist agencies as appropriate, including encouraging service users to access other services or activities offered at the Crossing delivered by the Trust.
●Negotiate the services that the client needs to accomplish goals.
●Establish and maintain positive, professional and productive relationships with colleagues and partners.
●Be able to work effectively with staff across the Trust as required, drawing in specific expertise and skills to support clients.
●Produce a progress report of the service, every 6 months.
●Promote equality and diversity within and outside of Access Community Trust
●Adhere to and uphold safeguarding policies of the Trust.

Person Specification

Position: / Housing Link Worker / Reports to: / Adult Services Manager
Department: / Adult Services / Location: / Thetford and surrounding areas
Last Updated: / 12/09/2017 / Rate of Pay: / £20,000 per annum
Requirements / Essential / Desirable / Assess
Qualifications & Training

GCSE’s
Literacy and numeracy level 2 or working towards it (the Trust will provide the training, if required)
NVQ 2 in Social Care

/ 

 / A
T
A
Knowledge & Skills

Good computer skills (Word, Excel);

/  / A,I
Competencies

Good communication skills;
Empathy towards the customers;
Ability to remain calm in difficult and challenging situations and to respond appropriately;
Ability and willingness to be flexible and work unsociable hours including evenings, nights, weekend and bank holidays, if required;
Willingness to undertake any appropriate further training as required;
Drug and Alcohol Awareness
Awareness of Vulnerable Adults Policy

/ 



 / 
 / A, I
A, I
A, I
A, I
A, I
A, I
A, I
Experience

Experience of working with homeless/vulnerable people and families
Experience of working with adolescents

/ 
 / A, I
A, I

How we will assess your suitability for the role (Assess column)

A = Application form

I = Interview

T = Testing

Equal Opportunities and Diversity

What this policy covers

The Trust recognises the benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination.

The Trust will seek to promote the principles of equality and diversity in all its dealings with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public.

All employees and those who act on the Trust's behalf are required to adhere to this policy when undertaking their duties or when representing the Trust in any other guise.

Your entitlements and responsibilities

Unlawful discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated and the Trust will take all necessary action to prevent its occurrence.

Specifically, the Trust aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality and ethnic origin), disability, sexual orientation, marital status, part-time status, age, religion or belief. This commitment applies to all aspects of employment, including:

recruitment and selection, including advertisements, job descriptions, interview and selection procedures

training

promotion and career-development opportunities

terms and conditions of employment, and access to employment-related benefits and facilities

grievance handling and the application of disciplinary procedures

selection for redundancy

Equal opportunities practice is developing constantly as social attitudes and legislation change. The Trust will review all policies and implement necessary changes where these could improve equality of opportunity.

Recruitment of ex-offenders

The Trust actively promotes equality of opportunity for all candidates, including those with criminal records where appropriate.

The Trust requires you to provide details of any criminal record at an early stage in the application process. Any such information should be sent in a separate confidential letter to the designated person. Only those who need to see it as a formal part of the recruitment process will have access to this information.

Having a criminal record will not necessarily prevent you from being appointed.

Any recruitment decision will depend on the nature of the position and the circumstances and background of the offence(s). The Trust will discuss with you the relevance of any offence to the job in question.

If you fail to reveal any information relating to disclosures in accordance with the Trust's Disclosures Policy, this may lead to the withdrawal of an offer of employment.

Career development

While positive measures may be taken to encourage under-represented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit.

All employees will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

However, the Trust will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for groups that are under-represented in the workforce and encourage them to take up training and career-development opportunities.

Procedure

Complaints of discrimination

The Trust will treat seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties and will take action where appropriate.

If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or other senior employee using the Trust's Grievance Procedure (outlined elsewhere in the Employee Handbook).

Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Trust is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the Trust's Disciplinary Procedures.

Investigating accusations of unlawful discrimination

If you are accused of unlawful discrimination, the Trust will investigate the matter fully.

During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions.

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

Disclosures and Disclosure Information

What this policy covers

The Trust uses a Disclosure service to assess the suitability of individuals for employment in positions of trust. As recipients of Disclosure Information, the Trust must comply fully with the relevant Code of Practice.

This policy outlines the Trust obligations in respect of the handling, use, storage, retention and disposal of Disclosures and Disclosure Information. It also sets out your obligations regarding disclosing information and the implications of an unsatisfactory disclosure being received.

The Trust's responsibilities

General principles

Where a Disclosure is deemed both proportionate and relevant to the position concerned, all application forms, job advertisements and recruitment briefs will contain a statement that a Disclosure will be conducted in the event of the candidate being offered the position.

The Trust also complies fully with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure Information.

Use of disclosure information

Disclosure Information is only used for the specific purpose for which it was requested and for which your full consent has been given.

In the event of an unsatisfactory Disclosure the Trust will arrange to meet with you to discuss this issue and reserves the right to withdraw any employment offer or terminate your employment.

Storage and access

Disclosure Information is held separately from your personnel file and stored securely, in lockable, non-portable, storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties.

Handling

In accordance with relevant legislation, Disclosure Information is only passed to those who are authorised to receive it in the course of their duties. The Trust maintains a record of all those to whom Disclosures or Disclosure Information has been revealed and recognises that it is a criminal offence to pass this information to anyone who is not entitled to receive it.

Retention

The Trust will not retain your Disclosure Information for any longer than is absolutely necessary. This is generally for a period of up to six months, to allow for the consideration and resolution of any dispute or complaint.

If, in exceptional circumstances, it is considered necessary to keep Disclosure Information for longer than six months, the Trust will consult the relevant statutory bodies and will give full consideration to your rights under the Data Protection Act 1998. Throughout this time the usual conditions regarding safe storage and strictly controlled access will prevail.

Disposal

Once the retention period has elapsed, the Trust will ensure your Disclosure Information is immediately destroyed by secure means. While awaiting destruction, Disclosure Information will not be stored in any unsecured receptacle (e.g. waste bin).

The Trust will not keep any photocopy or other image of the Disclosure Information or any copy or representation of the contents of a Disclosure. However, the Trust may keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position in relation to which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.

Your responsibilities

You are required to inform the Trust immediately if at any time during your employment you are questioned in connection with, charged with or convicted of any criminal offence or if you are in receipt of any notice of prosecution or police caution. Failure to notify the Trust may result in disciplinary action against you, up to and including dismissal without notice for gross misconduct.

PART 2

APPLICATION FORM

Position applied for:

The following information will be treated in the strictest confidence. Please return your completed application form to:

HR Department, 114 High Street, Lowestoft, Suffolk, NR32 1HN

or via e-mail to:

Personal Details

Please complete this section in BLOCK CAPITALS

Title: / Surname: / First name(s):
Address:
Postcode: / Home no:
Mobile no: / E-mail:
National Insurance no.
Full UK Driving License: / □ Yes / □ No / Endorsements: / □ Yes / □ No
If YES, please provide further details (including dates).
Are you involved in any activity which might limit your availability for work or working hours (e.g. local government)? / □ Yes / □ No
If YES, please provide details:
Are you subject to any restrictions or covenants which might limit your working activities? / □ Yes / □ No
If YES, please provide details:
Are you willing to work overtime and / or weekends if required? / □ Yes / □ No
Please provide details of any hours you would be unavailable for work:
It is a criminal offence for barred individuals to apply to work with Children or Vulnerable Adults in a regulated activity. Are you on a barred list? / □ Yes / □ No
Have you any convictions, including both spent and unspent convictions, or Police cautions, under the Rehabilitation of Offenders Act 1974? (A copy of the Trust’s Equal Opportunity Policy and Disclosure and Disclosure Information Policy is enclosed. These reflect the DBS/Disclosure Scotland Codes of Practice) / □ Yes / □ No
If YES, please provide further details:
Have you worked for this organisation before? / □ Yes / □ No
If YES, please provide further details:
Have you applied for a position with this organisation before? / □ Yes / □ No
If you are related to a director, or have a relationship with a director or employee of the appointing organisation, please state the relationship:
Do you require a Work Permit to be able to work in the UK? / □ Yes / □ No
How much notice are you required to give by your current employer?

Education

Please list all professional qualifications / other qualifications held or currently studied for. List most recent first and provide all results known.

Institutions / Date
From / Date
To / Examinations and Results

Please list any training courses undertaken which you consider to be relevant to the position you are applying for:

Institution / Course Provider / Date
From / Date
To / Examinations and Results

Present / Last Employer

Are you employed at the present time? / □ Yes / □ No
Name of Present / Last Employer:
Nature of Business:
Address:
Postcode: / Telephone no:
E-mail:
Job title:
Date Commenced: / Until:
Brief Description of Duties:
Reason for Leaving:

Employment Details:

Please provide details of previous employment experience.

Name / Address of Employer / Dates / Position Held / Main Duties / Reason for Leaving

Personal Statement:

Applicants are requested to provide a personal statement outlining their reasons for applying for the post, highlighting relevant skills, knowledge and experience and any other pertinent information which will support their application. This statement should relate to the Job Description and Person Specification for the position.

Supplementary Information:

Please set out below any further information to support your application, e.g. past achievements, future aspirations, personal strengths, etc.

References

Please provide the names of two people (one of which should be your present, or most recent, employer) whom we may approach for a reference. These should not include relatives or personal friends.

Can we approach your current employer before an offer of employment is made? / □ Yes / □ No
Name: / Name:
Job Title: / Job Title:
Address: / Address:
Contact
Tel no.: / Contact
Tel no.:
E-mail: / E-mail:

Declaration:

I declare that the information given in this form is complete and accurate. I understand that any false information given or deliberate omissions will disqualify me from employment or may render me liable for summary dismissal. I understand these details will be held in confidence by the organisation for the purposes of assessing this application, ongoing personnel and payroll administration (where applicable) in compliance with the Data Protection Act (1998). I undertake to notify the Company immediately of any changes to the above details.