MAIN PURPOSE OF THE JOB
To act as agency panel advisor to the Fostering Panel and support Agency Decision Making Process, quality assure reports presented to panels as well as non-panel annual reviews. To provide communication and liaison between panels and the Service and to brief the Service Manager and Agency Decision Maker on Panel matters.
SUMMARY OF RESPONSIBILITIES:
To ensure statutory requirements are met under Fostering Regulations 2011, National Minimum Standards March 2011, The Care Planning, Placement and Case Review (England) Regulations 2010 and Children’s Act 2004.
To assist the agency, in consultation with the panels’ chairpersons, in the appointment, termination and review of members of the fostering panels.
To be responsible for the induction programme for new panel members.
To be responsible, in partnership with the panels’ chairpersons, for the panels’ developmental days.
To be responsible for liaison between the agency and the fostering panel.
To be responsible, with the panels’ chairpersons, for the performance, monitoring fostering panel’s members.
To ensure that the fostering panels are appropriately administered.
To monitor and develop standards of social work practice, contributing to the development of procedures, documentation and criteria.
To assure the quality of papers prepared for panel, ensuring that all relevant papers are available and of the required standard.
To contribute to effective decision-making in childcare planning, ensuring that children with a fostering plan are progressed through the process appropriately.
To be a point of reference for Children’s Services staff in relation to the fostering panels’ policies, procedures and expectations.
To ensure that the Fostering Panels undertake reviews of carers as required and consistent with regulation and guidance.
To ensure decisions are communicated to applicants approved foster carers following panel recommendations and agency’s decision makers’ determinations.
To collate agency fostering statistics and provide the panels with panel reports, updates about the progress of cases considered; panel activity and feedback.
To contribute to the management of the Fostering Service by playing an active part in the fostering sub group.
To respond on behalf of the agency to consultation documents from the Department for Education and other agencies on behalf of the department as required.
To develop policy and procedures for new service developments including consultation with internal staff, external agencies and when appropriate elected members.
To assist and where appropriate to take the lead in planning, implementing and informing operational staff and other stakeholders of developments in policy, procedure and practice.
To contribute to operational procedures as required, and provide professional advice to staff in relation to internal operational instructions regarding the work of Fostering.
Assist the Service Manager, Head of Service, and the Director of Children’s services in ensuring the health and safety of employees within the Directorate and members of the public as specified by the Health & Safety at Work Act and comply with Health and Safety arrangements in accordance with the approved Corporate Policy Statement.
Require and ensure all information received and disseminated, whether verbal or written, concerning all employees, prospective employees or clients, is treated in the strictest confidence, and that all such information held is regulated and controlled in a similar manner.
Prepare reports, correspondence, procedures etc and contribute to the development of an annual business Service Plan.
Respond as required to complaints regarding the service. Work closely and flexibly with other Team Managers both within the unit and across the division to build inter-team and unit relationships. Work in units across the division as required to provide effective management of Children’s services.
Operate financial and other resource management systems to ensure budgets are effectively and rigorously managed in accordance with Council Financial Regulations. Ensure financial decisions are in the best interests of both the client and the council to ensure best value and tight budget management.
Ensure effective management of staff within the team including recruitment; development and training’ appraisal; performance management; absence management; resolution of conflict; implementation of change. Take action as appropriate in accordance with council employment procedures and policies eg disciplinary, capability etc.
Ensure adherence to legislation, guidance, procedure and policy – both in relation to safeguarding children and as a manager of the council. Ensure services are delivered in accordance with the Council’s Equal Opportunities and Environmental Policies.
Undertake any other duties commensurate with the level of the post. Maintain and update own technical knowledge and continuous professional development.
Consideration will be given to restructuring this job to meet the needs of disabled candidate or post holder.
DECISION MAKING
• Allocation prioritisation and mix of resources
• Expenditure for care packages within budgetary authority
• Placement decisions within budgetary and other delegated authority
• Authorisation of SW recommendations/case decision making
• Recruitment
• Performance management issues e.g. disciplinary/capability PERFORMANCE/INDICATORS
• KPI’S for unit/team
• Targets set through PES and feedback through PES
• CPD – includes reflection and learning from experience
• Professional capability of team
• Budget position and effective control
• Complaints – number and outcome
• Absence levels within the team/number accidents
• No shocks
ESSENTIAL REQUIREMENTS
Knowledge:
Thorough knowledge of Children’s Act, relevant service legislation and procedures to ensure effective safeguarding and protection of children.
Skills & Ability:
Ability to make sound technical judgements. Inspirational leadership – to support, coach, motivate and direct social workers through effective practice and proactive management; to implement and lead on change.
Decision making – to analyse information, draw conclusions, and effect judgements on care and risk.
Problem solving – identify causes, make objective and informed judgements with sufficient emotional resilience.
Self-Management – take ownership of issues, taking a professional and disciplined approach to case management, risk management and service users.
Literate – to write reports etc.
Numerate – to manage budgets.
Excellent communicator.
Experience of:
Managing staff in a social work setting.
Managing budgets.
Working as a social worker.
Using recording and monitoring systems.
Qualifications:
Good general education with good standard of literacy and numeracy.
Dip SW or equivalent.
Personal Qualities:
Able to work under pressure and to deadlines.
Flexible approach.
Able to develop and maintain productive relationships both within and outside the service.
Health Requirements:
Excellent attendance record.
Able to undertake visits both within and outside the borough.
Equal Opportunities:
Able to demonstrate an understanding of how equalities and diversity can be promoted within a children’s social work setting.
Welcome to Lewisham – a vibrant and culturally diverse borough that is bursting with fantastic things to see and do. As a truly international borough with over 170 languages spoken in our homes and businesses, a thriving cultural scene, and a treasure trove of indie shops, bustling markets and more, it’s a great place to start and build a career.
Social work in Lewisham is changing and we have set out our vision and values for how we practice. In Lewisham Children’s Social Care (CSC), we know what good social work looks like and we are passionate about creating the right conditions and culture for good practice to thrive.
Our social workers benefit from working in small, supportive teams with caseloads on average between 15-20 children. Our ‘Signs of Safety’ practice framework means we are committed to working in a relationship-based way with children and families, focussing on strengths in the family network to effect change. A positive learning culture which promotes opportunities for reflection and relationship-based practice is important to us. We are committed to developing our practice using reflective practice spaces such as case mapping, thinking spaces and group supervision.
Our permanent and stable senior management team are visible and approachable. Our dedicated PSW and workforce team supports professional development across the service so that you will;
be supported through our comprehensive learning and development offer, which includes subscriptions to ‘Research in Practice’ and ‘Making Research Count’.
receive regular supervision and appraisal.
have 1-1 practice development coaching as a case holding practitioner, and professional development coaching as a manager.
have access to regular ‘Signs of Safety’ training and the opportunity to become a practice leader through attending our bespoke practice leader course.
have access to external leadership development opportunities such as Pathways and the Black and Asian Leadership Initiative (BALI).
have a clearly defined career progression pathway with opportunities for professional development at all levels.
We have a strong working relationship with Goldsmiths, University of London as part of the South East London Teaching Partnership so our practitioners have the opportunity to teach on social work courses as teaching consultants. We host ‘Step Up’, ‘Frontline’ and traditional route students and social workers have the opportunity to become practice educators.
Core CSC Staff Benefits include:
We have been awarded the Mayor of London’s Good Work Standard – a benchmark for high employment standards. We are also one of the first London Councils to be accredited a London Living Wage employer and are a Disability Confident employer as well as a Timewise accredited Flex positive employer. We offer a 35-hour working week, and:
The opportunity to work in a thriving, diverse and developing inner London borough with a stable management team, manageable caseloads and a workforce group committed to promoting your development and emotional wellbeing
Generous salary for social workers at all levels
Generous holiday entitlement - starting at 27 days a year (plus public holidays) rising to 32 and 35 days after 5- and 10-years’ continued service.
Oyster card access for travelling in and around London for work and we are exploring initiatives, including Zip cars
Flexible working policies and a variety of hybrid, and flexible working options – we know how important this is to you
Smarter Working with new modern technology and training to support this
Career average pension scheme
Family friendly policies including maternity, paternity, adoption, shared parental, and special leave for emergencies.
Variety of support schemes including key worker housing, tax-free childcare scheme, access to Civil Service Sports Club which offers financial discounts and savings on days out and entertainment. KAARP activities and entertainment discounts. We offer a shop local discount scheme, volunteering leave, long service awards, membership of the Crownsavers Credit Union and access to Payroll Giving.
Health and Wellbeing support includes a staff support hub and 24/7 employee assistance programme which incorporates mental health support, counselling services and access to the PAM Assist health and wellbeing app.
We have signed the Menopause Pledge and offer gender specific and gender-neutral health and wellbeing support with access to financial advice. We offer discounted gym and leisure centre membership including free lunch time swimming; interest free loans for season tickets, nursery childcare, and bikes, a “try before you buy” bike scheme and cycle training, smoking cessation, free eye tests and money towards glasses.
Active Employee Groups including the Black and Multicultural Forum, Anti-racist Network Group, LGBTQ+ Forum, Disabled Staff Forum, Climate Emergency Staff Forum, Trade Union Memberships, and a staff-led Change Network
Staff tell us they feel valued and enjoy working in Lewisham and are well supported by their managers with regular reflective supervision and good access to training.
“Lewisham has so much to offer any social worker. I feel supported, respected and valued every step of the way”
Lewisham Social Worker
If you have any questions about applying for this role, or if you are interested in having an informal discussion about working with us, please contact our Recruitment and Retention Manager, Angela Main at angela.main@lewisham.gov.uk or Sara Taylor, our Principal Social Worker: sara.taylor@lewisham.gov.uk