Post Title and Number: Advanced Social Work Practitioner
Present Grade: MM1
Dept.: People
Service/Section/Team: Children’s Services Teams
Reports to (title): Team Manager
Purpose of the Role: |
Dimensions including Structure Chart: |
1. Annual budgetary amounts with which the role is either directly or indirectly concerned:
N/A
2. Structure Chart:
Organisational structures may vary dependent on the needs of the individual services but in each case the post holder will report to an operational manager and may have some ongoing supervisory responsibility for non qualified workers and may cover for line managers during periods of absence
3. Number of direct reports:
See above
4. Nature of reporting relationship between post holder and line manager
The post holder will have monthly supervision with their line manager. As advanced practitioners, the post holder will be expected to have a significant degree of autonomy for the developmental aspect of the role. This will involve identifying areas for improvement and designing and implementing corrective action. While case work will be allocated and monitored in line management supervision, developmental activities may also be requested by service managers, heads of service, the assistant director and/or the Operational Management Group.
5. Any other relevant statistics
Key Accountabilities: |
|
Accountabilities |
Percentage of Time (%) |
|
1. To take case management responsibility for the most complex/high risk cases in the service, provide a clear and accurate assessment of a child/young person and his/her family’s needs in line with statutory guidance |
80% |
|
2. To provide focussed and purposeful social work interventions with explicit aims and objectives about desired outcomes within the context of managing risk to children/young people |
All other duties will equate to 20% in total |
|
3. To lead practice improvements across the team, service, Children’s Services Division and the Children’s Trust through a range of strategies including workshops, research, consultancy and mentoring. Undertake joint visits where appropriate. |
|
|
4. To take the lead in initiating, developing, and sustaining internal and external working relationships with other professionals
5. To act as service representative on a range of statutory panels and multi agency partnerships |
|
|
6. To develop specialist expertise in an agreed area of practice and to act as a consultant to other less knowledgeable and experienced colleagues |
|
|
7. To quality assure a range of formal written work which may include assessments, conference reports and court statements |
|
|
8. To liaise with the Principal Social Worker in matters relating to service development |
|
|
9. Any other duties reasonably requested by management |
|
|
10. Carry out all accountabilities in compliance with the Council’s Policies and Procedures |
|
Key Relationships (Internal and External): |
Team Managers, Service Managers, Heads of Service and the Children’s Services Operational Management Group, Social Workers, Care Coordinators, Social Work Students
Advanced social work practitioners across and beyond the Safeguarding Division
A range of professionals from other agencies including but not confined to; police, health, education, court, youth justice board, housing, domestic violence, mental health and learning disability, training and development team.
Equality and Diversity: |
The Council has a strong commitment to achieving equality in its service to the community and the employment of people and expects all employees to understand, comply with and promote its policies in their own work.
Health and Safety: |
The post holder shall ensure that the duties of the post are undertaken with due regard to the Council’s Health and Safety Policy and to their personal responsibilities under the provisions of the Health and Safety at work Act 1974 and all other relevant subordinate legislation.
For a more detailed definition of these responsibilities, refer to the current versions of the Corporate Health & Safety Policy, Group Safety Policy and employee information leaflet entitled "Health & Safety Policy; Guidance on Staff Health & Safety Responsibilities".
All employees have personal responsibilities to take reasonable care for the health and safety of themselves and others. This means:
1. Understanding the hazards in the work they undertake;
2. Following safety rules and procedures;
3. Using work equipment, personal protective equipment, substances, and safety devices correctly; and
4. Working in accordance with the training provided and only undertaking tasks where appropriate training has been received.
Employees shall co-operate with the Council by allowing it to comply with its duties towards them. This requires employees to:
Employees shall report all accidents, ‘near miss’ incidents and work related ill health conditions to their manager/supervisor/team leader.
Employees shall read the Corporate Health & Safety – Organisation Part B Policy to ascertain and understand their responsibilities as an employee, line manager, Assistant Director or Director of the Council.
Information Security: |
In order to protect the confidentiality, integrity and availability of Council information, including information provided by customers, partner organisations, and other third parties, where applicable, employees will comply with the Council’s Information Security Policy.
Statement of Commitment to Safeguarding of Children and Vulnerable Adults through safer employment practice: |
Enfield Council is committed to safeguarding and promoting the welfare of children and vulnerable adults. Safe recruitment of staff is central to this commitment, and the Council will ensure that its recruitment policies and practices are robust, and that selection procedures prevent unsuitable people from gaining access to children, young people and vulnerable adults. All staff employed to work with or on behalf of children and young people in the Council must be competent.
All staff working with Children & Vulnerable Adults should be aware of, and share the commitment to safeguarding and promoting the welfare of children, young people and vulnerable adults when applying for posts at Enfield Council.
|
KNOWLEDGE, SKILLS & ABILITIES |
HOW TESTED Application – A Test – T Interview – I |
|
Job Specifics – Skills, Experience, Knowledge, Behaviours
Essential:
Desirable:
|
A/I |
|
Behaviours
Appropriate behaviours are key to the delivery of our vision for Enfield.
We want staff who will work collaboratively, flexibly and constructively, and exhibit this ethos in all their dealings with residents, colleagues and partners. Our leaders will be exemplars of the following behaviours and encourage them in staff at all levels;
Takes Responsibility We want staff who are willing to make decisions and be accountable for them. Staff should have a positive can-do attitude where they see problems as challenges which can be overcome. They should accept responsibility for service delivery, be clear about their service offer and deliver what they promise.
Is Open, Honest and Respectful We want staff who are comfortable and confident to acknowledge the difficulties and the barriers they face. They should also be able to constructively challenge the way things are done where there is evidence that it impedes service delivery. Challenge should be conducted in a professional, courteous manner with the aim of reaching a mutually agreeable resolution.
Actively Listening and Learning We want staff who are prepared to actively listen and reflect on customer concerns with a view to understanding the customer’s point of view. Staff should be able to receive constructive criticism and be prepared to adapt the way they operate and deliver services where appropriate.
Working Together to find solutions We want staff who can work collaboratively with other departments and partners, freely sharing their knowledge and skills to identify solutions to address customer concerns.
Candidates: Please ensure you address these behaviours in your responses to the essential and desirable (if applicable) criteria above.
|
A/I |
|
Qualifications & Professional registration criteria
Candidates: Please ensure you address these qualifications in your responses to the essential criteria, you will be expected to meet these requirements of the role and they will be explored with you at interview.
|
A/I
|
|
Necessary Criteria – list a maximum of two criteria which you would want applicants to demonstrate
|
|
|
Enfield is one of the most diverse parts of London, with all the benefits this brings across our communities, culture, heritage and local economy. It also has incredibly diverse landscapes – from the urban centres of Edmonton, Southgate, Palmers Green and Enfield Town, to rural areas and farmland in the north of the borough.
Based in the bubbling heart of Enfield Town, situated in a modern newly designed service hub, the new office is an environment which supports our smart working policy surrounded by small businesses, bars, restaurants, a buzzing high street and shopping centre. Our brand new high-tech multiagency office has good transport links into central London and is easily assessable to the M25, A10 and A406.
We are proud of the services we offer to children and families living in the borough and work with partners to ensure children receive the best start in life. We are passionate about improving outcomes and driving up standards and performance. Ofsted has rated our children’s services as GOOD overall, read the full report here
Our offer to you include:
A rewarding role in an Ofsted rated GOOD children’s services department
Up to 32 days annual leave depending on grade and length of service. You will also get eight public holidays per year and an extra day off at Christmas.
A blend of remote and office based working
Health and leisure discounts and tax-free bikes for work.
Modern purposefully designed working environment in Thomas Hardy House located 5 minutes from the station
A clear career progression pathway, supported by a comprehensive training programme
Smart technology assistance including hybrid video conferencing
Employee Assistance Programme to provide advice and counselling services. This is a free and confidential service available to staff and members of their family.
Enthusiastic and proactive staff network groups
1 month paid sabbatical for children’s social workers