Shift Leader

Location
Upper Pendeford Farm
Salary
£30,095 - £34,373
Posted
18 Jul 2022
Closes
07 Aug 2022
Job Ref
WLV000004382
Job Type
Social care
Contract Type
Full time permanent
Working Pattern
See advert details
Hours
Full-Time

WOLVERHAMPTON CITY  COUNCIL

 

 

 

JOB DESCRIPTION                   

 

Post Designation: Shift Leader

Directorate: People

Grade:  Grade 6                

Responsible to :  Registered Manager                            

Location:  Upper Pendeford Farm Short Break/ Outreach Centre or any location within the City.

Special conditions: The post holder will be required to oversee the Management of restraint teqhniques within the Centre ensuring the effective training of all employees required to undertake this activity in line with the confines of Care and Control (Children Act 1989). In addition they must be prepared to carry out restraint techniques when required to assisit employees under their supervision and direction. This is upon receipt of recognised training for these activities.

JOB PURPOSE AND ROLE

 

 

To help secure provision of a range of services for the care of children for whom

the Local Authority has a statutory duty and responsibility.

To engage in and facilitate the effective delivery of services to children within the

Statutory framework of the relevant Acts and Regulations governing such provision.

To contribute to the primary aim of the Edge of Care Service which is to minimise or prevent the need to receive children into the care of the local authority.

To effectively support the management of the services as outlined.

 

 

 

 

 

 

 

PRINCIPAL DUTIES AND RESPONSIBILITIES

The Short Breaks Centres work is governed by Departmental Policy and Procedure and the Legislation and Regulations pertinent to children and Young People.

The Shift Leader will be a member of the People Directorate which will provide a range of services including:

  1. Support to children and families
  2. Assessment provision to enable planning of children’s needs.
  3. Short Break care/ Outreach support.
  4. Crisis intervention
  5. Parental skills development programmes as an integral part of family/outreach support programme as identified by the wrap around services within Edge of Care.

 

 

  • Responsible and accountable for staff on duty, acting in a supervisory/managerial capacity, monitoring performance, supporting development.
  • Ensure that support staff undertake their responsibilities through informal daily supervision.
  • To ensure effective running  and organisation of shifts for which you are responsible in offering respite/ short break care to young people.
  • Ensure the implementation of care plans in respect of all children and young persons at all times, promoting the concept of partnership and when required taking on key worker responsibility for individual youngsters.
  • Prepare review reports as required and ensure that reports are also prepared by support workers under your direction.
  • Ensure that staff in the home maintain appropriate records in accordance with Safeguarding and Departmental Guidelines and procedures.
  • To assist in ensuring that the care provided in the home is within current legislation, departmental policies, procedures, practice guidelines and is also appropriate to the assessed needs of the resident children and young people, taking into account race, gender and disability.
  • To promote clear lines of communication and consultation with staff.
  • Inform and consult with the relevant management staff regarding any operational difficulties which involve staff they have a responsibility towards.
  • Motivate and support staff under your direction by use of coaching and mentoring.
  • To ensure and organise activities for children and young people.
  • Ensure that day to day routines of the establishment are carried out including the preparation of meals and cleaning of the centre
  • Liaise with other agencies regarding  Assessment and Case Management to ensure that quality of care is maintained.
  • To take part in duty roster and on a regular basis as duty dictates, or as required by the Registered/Operational manager.
  • To promote values of the home as outlined in the Statement of Purpose. Implement and deliver Restorative Approaches.
  • To facilitate children and young people in using the Departments complaints procedure and to assist towards the resolution of difficulties arising in the home.
  • To comply with the Council’s agreed policies and procedures including but not limited to Health and Safety, and Equal Opportunities Policies, the Data Protection Act, Freeddom of Information  Act, Financial Management Regulations and other relevant Council and Governmemt Regulations. Directives and City Wide priorities.
  • To Undertake any other tasks,duties and responsibilities as directed and appropriate to the grade and role of the post subject to any reasonable adjustments under the Disability Discrimination Act 1995 as incorporated into the Equality Act 2010.
  • Wolverhampton City Council is committed to Corporate Parenting.                            

“Corporate Parenting is the collective responsibility of the Council to provide the best possible care and protection for the children who are looked after”

 

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our workforce has a voice, employees feel empowered to speak up and where everyone is treated with respect - Learn more here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information Workshops

If you are considering applying for an apprenticeship or a role where the salary is £18,333 to £27,514 (Grades 2-5), and would like to visit us to learn about the application process and what it is like to work for us, please book onto one of our monthly briefings - Learn more here  

Working for us

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click here.

Supporting documents
Personnel Specification
Job Description

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