Consultant Social Worker Safeguarding

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www.hertsdirect.org/jobs

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Applicant Information Pack

Consultant Social Worker

Safeguarding

Children’s Services

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Page 2 of 23 www.hertsdirect.org/jobs 2

Foreword .

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3 About Hertfordshire

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4 About Hertfordshire County Council .

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6 Our Approach to Leadership

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8 Children’s Service Structure

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9 Assessment Team Structure

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Family Safeguarding East Team Structure . . . . 11

Family Safeguarding West Team Structure . . . . 12

Children Looked After Team Structure . . . . . 13

The Job Outline & Person Specification

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14 Reward and Conditions of Service

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Foreword

Foreword from Sue Williams Director of Family Safeguarding

Dear Candidate

Welcome to the applicant information pack for Qualified Social Worker in Safeguarding. Thank you for taking the time to look into a career with Children’s Services at Hertfordshire County Council. I hope the information in this pack will inspire you to come and join us.

This is a great time to be joining Children’s Services and being part of the innovative practice Hertfordshire is developing in Safeguarding. In January 2015, Hertfordshire’s bid to the Government’s Innovation Programme to trial new ways of delivering child protection was accepted and we were awarded one of the largest grants in the country to do so. We are delivering child protection services from 22 multi-disciplinary teams across the County. Each team will be composed of children’s social workers, adult mental health workers, substance misuse workers and domestic abuse specialists who will assess risk and take decisions about integrated treatment programmes together. All staff will be trained in Motivational Interviewing to a high degree of skill. We expect our model to significantly improve the life chances of our most vulnerable children and their families and we are looking for the most motivated and forward thinking staff to join us and help develop our model. You can read more about our plans by clicking on the link to our Family Safeguarding microsite

www.hertsfamilysafeguarding.co.uk.

Hertfordshire’s partnership of the County Council, Police, Health and Probation has solid experience of delivering our protection services on an integrated basis. We have won national awards for our Joint Child Protection Team co-locating Social Workers and Police Officers as well as our Academy for Newly Qualified Social Workers that bridges the gap between academic study and statutory social work duties. Other recent developments include our Leadership Academy for new and aspiring team managers and our newly formed Multi Agency Safeguarding Hub which ensures children and families with care and safeguarding needs get the right help at the right time.

We continue to develop as an innovative and supportive employer of choice and have a comprehensive Learning and Development Programme for our social workers and social work managers. Professional development and support for our staff are our highest priority.

If you share our passion for innovation in child protection, choose Hertfordshire We look forward to receiving your application.

Sue Williams

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About Hertfordshire

Hertfordshire is a county in southeast England whose southern border is just 12 miles from the centre of London. The county has

a population of about 1,100,000 residents. Neighbouring counties are Bedfordshire (northwest)

Buckinghamshire (west),

Cambridgeshire (northeast) and Essex (east).

The county is full of contrasts which blend together to create a superb quality of life for residents and visitors. Thriving modern towns have developed amongst historic market towns. Country lanes and sleepy picturesque villages are never far away.

The largest town is Watford, situated within the M25 motorway and has a

thriving shopping centre and business parks. Other large, historic towns include St Albans, Hitchin and Hertford. New towns include Letchworth and Welwyn Garden City.

Hertfordshire County Council plays an important role in the life of the communities within the area and provides services to people in partnership with the private and public sectors, the voluntary sector and local people. We employ 35,000 staff - in schools, libraries and fire stations across the county and in our four main offices in Hertfordshire: County Hall in

Hertford, Farnham and Robertson House in Stevenage, Apsley 1 and 2 in Apsley, and our state of the art office and warehouse accommodation at Mundells in Welwyn Garden City.

Hertfordshire has a strong diverse economy with particularly important sectors in pharmaceuticals, space technology and high value engineering, financial services and telecommunications, film, media and creative industries. Employment and skills levels are high with over half of Hertfordshire’s workforce employed in knowledge based industries. Hertfordshire was one of the first places to be approved for a local enterprise partnership (LEP). The new LEP is being established with strong business, academia, and local government representation, and a clear ambition to be in the top three economies in the country outside London.

Hertfordshire is well connected nationally and internationally with four national motorways, three neighbouring international airports and two main line rail routes.

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Out and about in Hertfordshire

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Page 6 of 23

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About Hertfordshire County Council

We want Hertfordshire to remain a county where people have the opportunity to live healthy, fulfilling lives in thriving, prosperous communities. As the countywide democratic

organisation, our ambitions go well beyond the services that we are directly responsible for delivering. We have a legitimate interest in everything that affects the wellbeing of

Hertfordshire and its residents:

 Being ambitious for our residents and communities, creating opportunities for everyone to maximise their potential.

 Enabling people to have a greater influence over local decisions, sharing responsibility for their own communities.

 Joining with others in the county, from the public or private sector, and voluntary and community groups, to meet the aspirations of our residents.

Our Corporate Priorities

The Corporate plan sets out our key priorities for the county and how we intend to deliver our vision for Hertfordshire – County of Opportunity.

 Opportunity to thrive  Opportunity to prosper

 Opportunity to be healthy & safe  Opportunity to take part

 Delivering our vision  Acting with integrity  Getting things right  Continuing to innovate

Key Statistics

The County Council is a big and complex business. With a gross revenue budget of over £1.7 billion a year, it represents more than a million people and delivers a range of vital services through its 10,205 staff, plus a further 23,243 staff in schools (as at March 2013). At the forefront of the organisation are the 77 County Councillors who represent and serve the communities of Hertfordshire. Political control remains with the Conservative Party following the May 2013 elections.

Our Staff

Our good quality services and progress on transformation are in no small part due to the quality, commitment and enthusiasm of the talented people who work for the Council. Our staff tell us, through regular surveys, that they see the Council as a great place to work. Staff

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7 engagement levels increased to 65% in 2015, despite significant organisational change

programmes.

The Council holds the Investors in People award in recognition of our commitment to

learning, development and management of staff. Our approaches to talent management and leadership development, as well as management development programmes are contributing to our strong performance overall. We also pay attention to leading and supporting people through change.

A values and behaviours framework, developed through staff and manager focus groups, was introduced in early 2010. This sets out our shared expectations across the organisation as we continue on our transformation journey.

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Our Approach to Leadership

At Hertfordshire County Council, we are looking for leaders who can identify with our values and behaviours in the following ways:

Citizen Focused

 Visibly interact with staff at all levels, trust them and be open and honest at all times.  Take accountability and ownership for the delivery of all services, front line and

support staff alike.

 Have and encourage a ‘can do’ attitude and flexible approach.

 Define jobs and evaluating performance on the basis of what we do for the people of Hertfordshire.

Every Penny Counts

 Demonstrate knowledge and understanding of service delivery and the cost/resource implications.

 Deliver efficient budget management through rigorously monitoring, reviewing progress and performance against budgets, including taking appropriate action to address potential overspending.

 Communicate to staff positively about the money we have saved and how they have contributed to this.

 Use internal resources and skills before looking outside. Integrity

 Communicate a clear vision and be explicit about how it will be achieved.

 Provide constructive feedback to staff and challenge inappropriate behaviour/poor practice.

 Engage the trust, confidence and contribution of partnership organisations.

 Do what we say we are going to do and take ownership for the impact that our own behaviours and actions have on others.

Getting it Right

 Evaluate projects and share the learning through de-briefing effectively.

 Seek the view of staff before making decisions on how to improve service delivery.  Confront, challenge and address poor performance swiftly.

 Have robust conversations with individuals who are displaying inappropriate behaviours and encourage colleagues to challenge inappropriate behaviours. Innovation

 Encourage and empower staff to share their ideas and how to make improvements.  Promote the value of working with organisations outside of the Council to learn and

share ideas of best practice.

 Recognise and deal with the resource implications of change.

 Create a learning environment where staff are encouraged to develop both themselves and others, and where talent is nurtured.

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Page 10 of 23 www.hertsdirect.org/jobs 10 Service Manager Assessment Service Manager Assessment Service Manager Assessment Service Manager MASH Team Manager JCPIT Team Manager East Herts Team Manager Broxbourne Team Manager Hertsmere Team Manager North Herts Team Manager Stevenage Team Manager Welwyn Hatfield Out of Hours Service Team Manager Dacorum Team Manager St Albans Team Manager Three Rivers Team Manager Watford Team Manager MASH

Assessment Team Structure

Head of Assessment

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www.hertsdirect.org/jobs 11 Service Manager Family Safeguarding Service Manager Family Safeguarding Service Manager Family Safeguarding Team Manager Bishops Stortford & Rural Team Manager Broxbourne & Hoddesdon Team Manager Hatfield Team Manager Hertford & Ware

Team Manager Waltham Cross &

Cheshunt Team Manager North Herts 1 Team Manager North Herts 2 Team Manager Stevenage North Team Manager Welwyn 1 Team Manager Welwyn 2 Team Manager Stevenage South

Family Safeguarding East Team Structure

Head of Family Safeguarding East

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Page 12 of 23 www.hertsdirect.org/jobs 12 Service Manager Family Safeguarding Service Manager Family Safeguarding Service Manager Family Safeguarding Team Manager Dacorum East Team Manager Dacorum South Team Manager Rural & West

Hemel Team Manager St Albans 1 Team Manager St Albans 2 Team Manager Hertsmere 1 Team Manager Hertsmere 2 Team Manager Three Rivers Team Manager Watford 1 Team Manager Watford 2 Team Manager Central Watford &

Bushey

Family Safeguarding West Team Structure

Head of Family Safeguarding West

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Children Looked After Team Structure

Head of CLA Service Manager CLA Service Manager CLA Development Manager ICS Team Manager CLA 1 Team Manager CLA 2 Team Manager CLA 3 Team Manager CLA 4 Team Manager CLA 5 Team Manager CLA 6

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Job Outline

At Hertfordshire County Council we actively encourage and support our staff in developing their careers and achieving their potential. This job outline describes the environment in which you will work; explains the role which you are applying for and details the competencies you will need to demonstrate in your application.

PURPOSE OF THE JOB

To increase the skills of front line Social Worker Teams to rise to the challenges of the Munro Report and also Family Justice Review. This role will hold a caseload of complex cases equating to approximately 60% of a full caseload.

The post holder will have supervisory responsibility for up to two professional assistants/support services staff or other areas of specified responsibility as outlined above. The role does not have managerial or direct budgetary responsibility but may be required to work evenings, weekends and occasional public holidays, in order to meet service requirements in respect of service user needs.

KEY AREAS OF ACCOUNTABILITY Service Delivery

 To undertake assessments of children in need in accordance with the Assessment Framework and Working Together and to ensure robust and timely care planning for children looked after. To ensure that initial and core assessments are completed to a high standard and within timescales.

 To demonstrate consistently high standards of practice that put the needs of children at the forefront of all activity.

 To evidence working in partnership with children and their families.

JOB TITLE:

Consultant Social Worker

SALARY:

M2 (£37,483 - £40,217) + up to £5,000 MFP + £1000 Welcome

Payment

LEASE CAR /

ALLOWANCES:

This post qualifies for up to 33 days annual leave, lease car scheme and relocation package

CONTRACT:

Permanent

REPORTS TO:

Team Manager

DEPARTMENT:

Children’s Services

TEAM:

Assessment, Locality or Children Looked After

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15  To ensure all children for whom the post holder is responsible have a clear care

plan to promote their development, well being and protect them from harm.

 To operate within a performance framework and to strive to improve personal performance and meet identified development targets.

To actively promote anti-discriminatory practice and the celebration of diversity.

 To carry out other duties as defined by the Director of Children Services Communication skills and information sharing

To use the Service’s electronic communications system, database, spreadsheets, word processing packages and templates competently and promote the use of IT within the Team. To ensure a high standard of electronic social care recording for all children. To be responsible for accurately loading and updating the Service’s database with children and families details/status etc.

 To ensure the Service’s procedures for managing risk of significant harm to children are followed at all times, and to seek appropriate advice and authorisation from managers.

 To conduct care proceedings on behalf of the Service with appropriate guidance and authorisation. To ensure reports and statement for court, case conferences and looked after reviews are prepared to a high standard, in time for deadlines and evidence involvement of children, families (including absent fathers) and carers.  To represent the Service in magistrates, County and High Courts.

 To instruct solicitors, counsel and expert witnesses, in care proceedings with appropriate authorisation.

 To follow the Service’s procedures for the authorisation of care packages, placements, financial expenditure and accommodation of children.

Advocacy

 Be able to represent children, young people, families, carers, groups, individuals and partner agencies to access services

 Challenge injustice, discrimination and lack of access to services  Challenge poor practice

 Advise children (age appropriate in a child centred way), young people, families, carers, groups and individuals about independent advocacy that can best meet their needs

 Assist children (age appropriate in a child centred way), young people, families, carers, groups, individuals and partner agencies represent their views in all meetings affecting them

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16 Partnership and Collaborative Working

 To convene and chair multi-agency child protection meetings and planning meetings. To make full and appropriate use of the Family Group Conferencing process.

 To play a leading role in improving practice and quality of assessments and care planning within the Team via mentoring assigned social work staff, leading Team meeting discussions and workshops, taking responsibility for updating Team on practice developments and research findings, induction of new staff.

 Co-working cases with social workers as required and accompanying them to court.  Responsibility for prioritisation of Team allocated work held in the Duty system under

the direction of a Team Manager.

 Lead responsibility for liaison with key agency e.g. CMHT, Health Visitors, Schools, TYS, Police, Probation as directed by the Team Manager.

Key tasks and accountabilities are intended to be a guide to the range and level of work expected of the post-holder. This is not an exhaustive list of all tasks that may fall to the post-holder and employees will be expected to carry out such other reasonable duties which may be required from time to time.

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Person Specification

Knowledge, Skills and Experience

 Have a knowledge of services relevant to children, young people, families, carers, groups and partner agencies needs and circumstances offered by HCC and others and how to access other relevant services

 Have a knowledge of legislation, guidance, policy and procedures

 Have an in-dept knowledge of the children, young people, families, carers, groups and partner agencies they are working with

 Keep up to date with learning, training and personal development with all relevant information and changes to services

 Demonstrate professional competence in social work practice by using current knowledge and working within agreed standards of best social work practice and carrying out duties in accordance with the HCPC standards of proficiency.

Specific to Assessment and Family Safeguarding

 Ability to undertake child protection investigations and assessments of risk/need, for cases which meet agreed threshold.

 Work closely with adult’s specialists to develop creative multi-disciplinary care plans for children who are subject to child protection or child in need plans.

 Inform the Team Manager when they consider care/PLO proceedings may need to be initiated.

Specific to Children Looked After

 Experience of working with looked after children and young people and care leavers to improve their health, emotional resilience, educational achievement and ensure they are protected from substance misuse and sexual exploitation.

 Ability to support stable relationships with carers, plan for appropriate placements, support young people to return to families, if/when appropriate and prepare young people for adulthood and independence

 Keep team manager updated about risks to children and young people. Specific to Children with Disabilities

 Experience and understanding of disability issues and the supports needed to help children and young people live active lives and achieve their potential

 Ability to separate the needs of disabled children from those of their family and keep the child’s needs, wishes and feelings at the centre of the work

 Understanding of the protection needs of disabled children and ability to undertake child protection investigations and develop multi-agency protection plans

 Ability to work closely with health and education colleagues to develop high quality ECH plans that maximise young people’s independence.

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18 Values and Behaviours

 Promote the values and behaviours of Hertfordshire Council County to ensure everyone is working with a common purpose

 Makes the best use of the contributions in the culture, ethnic origin, gender, age and abilities of each person

 Adhere to the HCPC standards of conduct, performance and ethics:

http://www.hp-cuk.org/aboutregistration/standards/standardsofconductperformanceandethics/ Qualifications

 Relevant approved social work degree/qualification.

 A professionally qualified, registered social worker adhering to the Heath and Care Professions Council (HCPC) standards of proficiency, conduct, performance and ethics and meet the national professional social work capabilities.

Criminal Background Check

Safeguarding children and adults is of utmost importance to Hertfordshire County Council. The council requires employees to abide by legislation and best practice to enable Hertfordshire to achieve this. This role has been identified as requiring a Disclosure & Barring Services (DBS) check or Basic Disclosure. You must therefore ensure that any relevant criminal record check application forms are completed and returned as requested by the council, as this is deemed a contractual requirement of employment. In addition, you consent to allow the council to retain a copy of the disclosure certificate within your personal file.

If you require an enhanced or standard DBS check, you must sign up to and maintain registration with the DBS Update Service whilst employed by the council (costs will be refunded by the

council). In line with the requirements of the Update Service you will be required to maintain your personal information.

If you fail to disclose any caution, reprimand or conviction which is later identified on your criminal background check you will be subject to disciplinary action and the council has the right to

suspend and ultimately dismiss you. The council will review your criminal background record periodically during your employment to identify any changes in circumstances that may be detrimental to your employment.

Please note that additional information referring to the check is in the guidance notes to the application form. If you are invited to an interview you will receive more information.

Equality and Diversity

Hertfordshire County Council is determined to take action to ensure that our belief in diversity and equality of opportunity is integral to everything we do. It will inform every area of activity; from the way we provide services to the way we employ our staff. It is a central responsibility of all councillors, managers, staff and partners. The council's equality policy 'Putting People First' is available on HertsDirect, on the internal intranet 'Compass' or from your line manager.

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19 Health and Safety

It will be the duty of every employee while at work to take reasonable care for the Health and safety of themselves and of other persons who may be affected by their acts or omissions at work. SPECIAL REQUIREMENTS

As a requirement of this role the post holder will need to have a full UK Driving Licence. You will required to travel to visit clients in their homes and at other venues, and to attend meetings at sites other than own work base.

Please tick to confirm this questionnaire has been agreed by the department and any job holder(s)

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Reward and Conditions of Service

Salary

The starting salary for a newly qualified Safeguarding Social Worker is grade H8 scale point 30 - £26,293 going up to £31,846.

The Children’s Social Workers Career Progression Scheme offers career progression opportunities to qualified and registered Social Workers within Children’s Services from H8 up to M1 grades which is a salary scale from £26,293 - £36,571.

The Children’s Social Workers Career Scheme covers grades H8 to M1 and is divided into three levels:

Grades Covered

Level Job Title Professional Social Worker Capability Level

H8 2 Social Worker Assessed & Supported Year in

Employment (ASYE) achieved in year 1 (or working towards Social Worker)

H9 3 Social Worker Social Worker

M1 4 Senior Practitioner Experienced Social Worker

Welcome Payment

These posts are eligible for a £1000 welcome payment, payable after 6 months satisfactory service.

Market Forces Payment

You will receive a market forces payment of £5,000, which is paid monthly into your salary. The Market Forces Payment is an entitlement given to positions which are deemed hard to fill and this policy is reviewed each year. This allowance is subject to tax and national insurance deductions but is non-pensionable.

Social Workers and Senior Practitioners working in our Children Looked After and Disabled Children’s Teams are eligible for £3000 market forces payment.

Pensions

All employees are automatically admitted to the Local Government Pension Scheme from the day of appointment. We offer a final salary pension scheme with an employer's contribution of approximately 20.6%. It is possible to opt out of the scheme and the successful candidate will receive further details regarding pension choices.

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21 Annual Leave

Contractual entitlement is 26 days annual leave per annum when less than 5 years service. This will rise to 28 days after 5 years and 29 days after 10 years.

These positions attract an additional 5 days annual leave which is non-contractual entitlement. The annual leave year runs from 1st April to 31st March

Probation

All employees are subject to the completion of a satisfactory probationary period of six months. Employment may be terminated at any stage during the probation period in the event of unsatisfactory performance.

Herts Rewards

Working for Hertfordshire entitles you to a large variety of rewards and benefits. All non schools employees of Hertfordshire County Council have access to the Herts Rewards scheme, which can be accessed from any computer or smart phone or via a telephone helpline.

https://hertscc.rewardgateway.co.uk/

Relocation Package

We offer a shortage skills relocation package for those who may be relocating to take up these positions. If you are eligible for a relocation allowance you can be reimbursed for up to an agreed total limit of £6,000.

Lease Car

As a result of the position you are applying for you will be required to travel throughout the County and therefore must hold a full UK driving license. Help is available if you do not own a car. You could be driving a brand new Peugeot or Toyota through our lease car scheme.

Eligibility for a car is based on the annual average business mileage you undertake. The package covers insurance, servicing, breakdown and road tax. You can find out more by contacting our Lease Car team. Your business mileage expenses are paid through monthly claims.

Hours of Work

Your hours of work are those required to fulfil the requirements of this post. The basic working week is 37 hours, but you may need to work longer, involving evening and weekend activities, which do not attract any compensation. The length of your working week should however be reasonable.

Equipment

All Social workers will receive a work mobile and laptop. These are issued in The Academy and will stay with you throughout your career at Hertfordshire.

Policy on Smoking at Work

In the interests of promoting better health for employees, the council has introduced a policy which prohibits smoking in the work place.

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22 Equal Opportunity Policy

The County Council actively promotes equality of opportunity in employment and service delivery. For any further information please visit: http://www.hertsdirect.org/services/jobs/workforhcc/

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Learning and development

Our learning and development offering ensures that all of our people have access to a broad range of opportunities - ranging from specialist training designed for managers, through to practical training to ensure you have the right tools to do your job.

All of our learning and development programmes are designed with the Professional Capabilities Framework in mind, to provide development opportunities throughout the careers of our qualified staff.

We also have strong links with the Hertfordshire Safeguarding Children Board, providing a wide range of Level 2 and 3 multi-agency face-to-face training opportunities. And, as well as supporting external courses, training events and conferences to ensure access to the most recent research findings, we maintain strong links with local universities to help improve our practice through research.

Thank you for your interest in Hertfordshire County Council.

Consultant Social Worker Safeguarding

Applicant Information Pack

Consultant Social Worker

Safeguarding

Children’s Services

Contents

Foreword .

.

.

.

.

.

.

.

.

3

About Hertfordshire

.

.

.

.

.

.

.

4

About Hertfordshire County Council .

.

.

.

.

6

Our Approach to Leadership

.

.

.

.

.

.

8

Children’s Service Structure

. . . . . .

9

Assessment Team Structure

.

.

.

.

. . 10

Family Safeguarding East Team Structure . . . . 11

Family Safeguarding West Team Structure . . . . 12

Children Looked After Team Structure . . . . . 13

The Job Outline & Person Specification

.

.

.

14

Reward and Conditions of Service

.

.

.

.

.

20

Foreword

Foreword from Sue Williams Director of Family Safeguarding

About Hertfordshire

Out and about in Hertfordshire

About Hertfordshire County Council

Our Corporate Priorities

Key Statistics

Our Staff

Our Approach to Leadership

Assessment Team Structure

Family Safeguarding East Team Structure

Family Safeguarding West Team Structure

Children Looked After Team Structure

Job Outline

PURPOSE OF THE JOB

JOB TITLE:

SALARY: