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Post Title and Number: Social Worker
Present Grade: SWL3* C&F (30 – 37 [no point 31]) Dept: People Services
Service/Section/Team: Children and Family Services / All Teams
Reports to (title): Team Manager
*SWL2 C&F points 27-29 for Newly Qualified Social Workers joining the ASYE Programme
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. The operational manager reports to a Service Manager/Head of Service dependent on service areas.
3. Number of direct reports: None / Practice supervision for students on placements.
4. Nature of reporting relationship between post holder and line manager
The post holder will have monthly supervision with their line manager which to support with casework and ongoing professional development. 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
Insert the most important and frequent accountabilities first.
(You are not restricted to eight accountabilities)
Accountabilities
Percentage of Time
High, Medium, Low
To provide a casework service to the most vulnerable looked after children.
H
To carry out assessments and undertake care management responsibilities in the area of looked after children and safeguarding statutory social work.
To manage, implement, monitor and review plans involving users and liaising with other workers and agencies as appropriate.
To be aware of the resources available within the specialist area, including other sources of funding so that the maximum benefit may be obtained for service users within budgetary resources of Children Services.
M
To comply with the Children Services recording policy, and to complete appropriate forms and documents as required.
To make use of management information systems, including information technology, in the recording, retrieval and analysis of information as required.
To be managed by and receive supervision from the immediate line manager/ designated person, and to be assessed against agreed standards and targets.
To undertake training as required.
To work as part of a team, participating in the Duty system as required.
To undertake the preparation of reports, statements and such other legal documents as may be required in relation to children Family Proceedings Courts, within the relevant time-scales to attend Court and represent the Children Services.
At all times to carry out responsibilities with due regard to the Council’s Equal Opportunities/ Race Equality and Health and Safety Policies as an integral part of the post.
To undertake any other appropriate duties commensurate with the post as directed by the Team Manager or Deputy Head of Service.
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.
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.
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.
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.
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.
Newly Qualified social workers joining the Council’s 12-month ASYE programme will be appointed to SWL2 grade. During the ASYE programme colleagues will benefit from a protected caseload and increased support from both their respective teams and the Enfield Centre of Excellence Service. Upon successful completion of the ASYE programme, they will progress to grade SWL3 (points 30-37 [no point 31]).
Job Title: Social Worker Grade: Social Worker Level 3 C&F
Department: People – Children & Family Services Team: AlI Teams
KNOWLEDGE, SKILLS & ABILITIES (Management Information: you are not restricted to 2 criteria for each category)
HOW TESTED
Application – A
Test – T
Interview – I
Job Specifics – Skills, Experience
Essential:
Desirable:
N.B. HOW TESTED COLUMN indicates whether the criteria will initially be assessed from the application form or at the interview/test ‘A’ = Application form ‘I’= Interview ‘T’ = Test
A
A, I & T
A & I
A, I &T
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.
Qualification(s)*
1. Degree in Social Work (minimum Upper Second, if classified) or equivalent
2. Must be SWE registered
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